In my previous article, I outlined some important factors to consider when hiring remotely like the time and cost saving, but also how the potential new employee may be reluctant to join the business having not been on site. If as a business, you have decided to go down this route, there are some ways you can mitigate the risks involved with remote hiring.
Adding a personality profiling test as one of the stages of the interview process can help to gain a better understanding of the interviewee’s personality, which in turn, helps to see if they will fit in with the company’s culture. These profiling tests can also help understand what motivates people, so can help with determining how best to manage them, if they go on to be successful in the process. Profiling is becoming more popular alongside traditional interview methods, and is a viable option to make sure the correct decision is made when hiring remotely.
Usually the course of hiring someone would entail two or three interviews until the successful candidate is selected. However, when hiring remotely, it would be wise to add more stages, so the company can be confident they are making the right decision. An example would to be to start with an initial phone interview with a broad number of candidates, then a profiling test, at which stage the number would be whittled down to a selected few, who would progress to potentially two video interviews, with a variety of different members of the company, to ensure as many people in the business can meet the potential employees and so the candidate gets exposure to more people within the business.
With the interviews being held via technology, the possibility of recording the interview is greater, so it may be a positive step to improve the process, if you have the candidate’s consent. Being able to retrospectively review the interview, will not only enable you to pick up on some of the candidate’s personality traits that you may not have noticed the first time round, but also to improve the quality of the interviewer’s technique, ensuring they are asking targeted questions and have gained all the relevant intel needed to make a decision.
While we are still being advised to work from home and to practice social distancing due to the Coronavirus, companies can still progress all their current recruitment processes but offer the successful candidate a delayed start date. This date will hopefully be once the COVID-19 prevention measures have been relaxed and businesses have gone back to operating as normal, or as close to normal as they can get. However, there is the risk that there will no longer a need for the position by the designated start date.
Ultimately, there are businesses, like food manufacturers and pharmaceuticals, that are benefiting from this crisis who will be looking to recruit now more than ever, so it is imperative there are systems in place so that they can continue to produce. By reducing the risks involved with remote hiring, it may be this process continues to be used, long after this pandemic passes.