Canadian HR Reporter

F E A T U R E S 22 www.hrreporter.com R E C R U I T M E N T BEST PRACTICES IN REMOTE HIRING As restrictions slowly lift, many employers are sticking with a strong work-from-home strategy. But that doesn't mean recruitment and onboarding should be any less of a priority to attract valuable new hires, says Nicole Davidson of Beacon HR HIRING during the ever-changing COVID-19 climate may seem daunting, but employers that are able to get out of a fight-or-flight mode and maintain a long-term vision will come out stronger than before. While many workers are concerned about their job security or have been given the opportunity to assess their current employment, now is also a great time for recruiters to keep their pipelines filled with potential team members. Candidates are super responsive right now. Even those who are happy in their current positions are more open sourcing task force to make sure you have access to the very best talent and fit for your teams. Stabilize the interview process We all know that people don't get a second chance to make a first impression — this is true for both a candidate and potential employer. And while those first impressions might not be happening face to face during the pandemic, employers should strive for the same professionalism and structure that were the norm a few months ago. Take for example Vancouver-based software company Thinkific. The pandemic hasn't stood in the way of its growth plans, and to keep potential talent informed about its current process, the company has outlined expectations for both sides in an online blog (at www.medium.com/thinkific). These include what candidates should expect before applying, after applying and the five stages of the hiring process. This transparency is a stellar way for companies to not only clarify this particular process but show the approachable professionalism that employees can expect. Here are some key ways to stabilize the remote interview process: Before the interview: Be crystal clear in job postings about what your process currently looks like and what you expect. As much as possible, stick to the same application, interview scheduling and candidate research procedures that were previously in place. For example, if a representative from HR would usually handle the original communications, stick to that process. If a candidate would usually prepare a portfolio or complete a take-home to chatting about other opportunities, taking a just-in-case approach to their careers. Over the last few months, employers have been forced to change their procedures to support employees working from home. As restrictions slowly lift, many leaders and employers are choosing to stick with a strong work-from-home strategy to remove the guesswork from the coming months and control what can be expected and accomplished. R e c r u i t m e n t a n d o n b o a r d i n g strategies shouldn't be any different. Now is a prime time to engage a VIRTUAL HIRING PROVES POPULAR IN PANDEMIC 44% Number of Canadian hiring managers hiring entirely on a virtual basis 75% Number of Canadian managers who conducted remote interviews and onboarding 57% Number of Canadian managers advertising fully remote jobs 55% Number of Canadian managers who are expanding their search geographically assignment, stick to that process. Do the same due diligence and research on interviewees that you would have from the office. Initial interviews shouldn't feel like a meet-and-greet — you should already know the job candidate's history and credentials — so this is a chance to ask value-based questions and follow a topgrading methodology or another thorough investigative process you like. Be sure to be prepared well before the scheduled Zoom call to save time for the both of you. During the interview: Working from home has its perks, but it doesn't always set the stage for top-tier professionalism. Even if people usually work in their sweats with their dog in their lap, now is not the time. Present yourself as you would in person to a candidate and expect the same from them. Also, communicate with any people that you share space with — such as a partner, kids, nanny or roommate — that you need this window of time to be without distraction or unnecessary noise. Once you're on the call and have exchanged pleasantries, your first comments should be frank about the Source: Robert Half

• Cover