Businesses need to adapt to the changes brought about by the COVID-19 pandemic if they expect to attract and retain top talent. Companies that manage to remain active in their outreach during this challenging time will be the ones that are successfully able to attract the available pool of candidates. During this challenging time, it is sometimes not possible to meet face to face or work from an office and many companies are enforcing work from home for all employees.
Keep candidates in the loop
After narrowing down on a shortlist of candidates, you need to provide them with some basic information on the process expected.
- The video conferencing technology you plan to use.
- A back-up alternative if there is a problem carrying out a video interview ·An estimated search timeline, how many interviews
- If the candidate is interstate and unable to relocate due to travel restrictions can the role commence remotely?
Moving beyond face-to-face interviews
In the absence of in-person interviews, video interviewing is the best way forward. What helps is you get several platforms from which to choose, some of which include Zoom, Skype, Microsoft Teams, Google Meet, and UberConference. However, identifying your video conferencing needs at the onset is crucial. Aspects you need to consider include:
- Ease of use
- Cross-platform compatibility
- Free or paid
- Number of supported users
When it comes to conducting video interviews, you have two options:
- Live video interviews. These are when you and the candidates get online and interact with each other at the same time, using platforms such as ones mentioned above.
- Pre-recorded video interviews.These interviews give candidates increased flexibility because they can film them at their convenience. Employers then get to review the recorded videos at any time.
Conducting video interviews
Carry out a tech test in advance to ensure that all your technology is in working order. Conduct interviews in a quiet place, and use headphones if necessary. Remove any possible distractions. Structure your interview keeping the mind the absence of social cues. Focus on asking competency-based questions. Convey your company’s mission and values consistently.
What if you have to conduct an in-person interview?
If you have to conduct a face-to-face interview, keep social distancing norms in mind. This includes using a well-ventilated space, maintaining safe distance which is 1.5 meters, wearing masks, and not shaking hands. Sharing business cards is no longer necessary because of the same reason.
Onboarding
New employees take no more than a few weeks to determine how they feel about their employers. To retain the talent you work hard in attracting, your onboarding process should include:
- A virtual event to welcome new hires
- Information about all aspects that need their attention
- Virtual mentors
- An easily accessible digital knowledge base
- Regular virtual team meetings to create inclusivity.
Remember that as long as you follow a few basic ground rules, you can make the most of the existing challenges surrounding your executive search or recruitment process by simply turning online.
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