It’s March 2020 and many recruiters are probably finding themselves in a completely new situation. Schools, restaurants and bars are closing and all over the world people are asked to work from home. As a consequence, most conversations that we usually have face-to-face are now taking place online. While some recruiters might be used to video interviews, for example because they recruit for positions in other countries, this might be the first time that you take on the role of the remote recruiter. We have collected a few tips to guide all first-time remote recruiters.
Consider data privacy
For many people, booting up Skype, Google Hangouts or even a Whatsapp video call can seem like an easy way to start. Those services all allow for easy online communication and interaction via video. At the same time, these online communication tools also come with some important limitations when compared to dedicated video recruitment platforms. Most importantly, they lack a built-in functionality to deal with data privacy laws such as EU-GDPR when being used in recruitment. A video recruitment software is built-for-purpose and observes the highest technical and organisational standards, allowing you to meet candidates all over the world with their explicit consent in a safe and secure environment. If you are not in a position to use such a platform, be aware that data privacy needs to be addressed.
Be a pro on screen
Let’s be honest: Almost everyone I know does not get out of their yoga pants when working from home. No one will ever know what’s going on below your desk, so that’s all good! However, do not get tempted to let other things slide as well. Make sure you are just as well prepared for a video interview, as you would be for any other personal encounter:
- Getting in front of a camera for the first time might be a little awkward if you’re not used to it. Check out these tips to get over your camera shyness, if the camera makes you nervous.
- Have the necessary paperwork in front of you (CV, LinkedIn Profile, Job Description, etc).
- Prepare your script with clearly guided competency-based questions and discuss your game plan with your co-interviewer.
- Make sure the portion of you that is visible on screen is interview-ready.
- Everyone who has seen the clip of the reporter whose children came running into his office in the middle of his interview on BBC news, will agree that the background matters too! Positioning yourself close to a wall and being aware of what’s (in)visible behind you are top tips for setting yourself up.
- Not to forget: be on time! Actually, be early! Compared to a face-to-face interview, a remote interview can sometimes come with a little more variables (eg. connection, audio or webcam connectivity) for candidate and recruiter. Being on time gives you a head start to get your own setup right and then help your candidate towards the virtual interview room without any panic attacks.
Set out your remote recruitment strategy beyond live interviews
It makes sense that as a beginning remote recruiter, you might start off by only moving your job interviews to the virtual world. Yet while you’re at it you might want to consider powering more parts of your employer branding and talent acquisition with video technology. Did you know that for example video vacancies can dramatically increase candidate conversion and that automated video interviews make your pre-selection more efficient, as well as more fun and fair?
Feel free to reach out if you have more questions about remote recruitment with the help of video recruitment technology. We hope you all stay safe and healthy in this crisis and therefore wish you HEALTHY HIRING this time!