Just ask the recruiters they will tell you how tough is remote recruitment.
“ I am convinced that although training and development are important, recruitment and selection are much more important.”
The daily task of a recruiter includes answering phone calls, emails, completing ATS searches, social media recruiting searches, data entry, and let’s not forget the cherry on top, i.e., interacting with human beings like colleagues and candidates. A recruiter constantly has to remind people, exactly how immaculate their process is.
But, is their remote recruitment process really immaculate?
An immaculate recruitment process will depend on the size and the budget of an organization. It is easier for a big organization to spend thousands of dollars in the recruiting department. But, it isn’t easier for a small organization to do the same. If a smaller organization is spending thousands of dollars on their recruiting department that clearly means their recruitment process is dented. And, a dented process won’t lead the organization very far.
Therefore, you need an efficient remote recruitment process that doesn’t have any shortcomings. That’s why we have jotted down a few pointers that will help you immaculate recruitment.
4 Ways To Immaculate Your Remote Recruitment Process
1. Applicant Tracking System Is What You Need
The most common way of collecting resumes for any recruiter is an email address. It is no doubt a very well traditional approach to keep a track of your applicants, but it’s extremely old-fashioned.
Just think about it every time you open your email address you are flooded with emails and I’m sure some of them aren’t even relevant. This is something you religiously do every morning and it consumes a lot of time.
The best way here is to invest in an Applicant Tracking System or ATS which organizes applicants for you. Just imagine the amount of time you will save when you log in to a platform that tells you the applicants you have reviewed and the ones that remain.
This will not only save your time but the candidates too. You will be able to contact them faster regarding the status of their application. Also, your promptness as a recruiter gives a great impression of the brand.
2. Bid Goodbye Serial Applicants
No matter how brilliant you are as an organization, not every applicant wants to work with you. It is a big waste of time for the recruiter and hiring manager. Wouldn’t you like to cut this time down? Won’t it be better to interview candidates who are actually interested in working with you? The easiest way is to send them a survey about the organization just after they apply.
There are people out there who apply in every possible company for every possible role for a paycheck. They don’t care what the company does and what the job description contains. Therefore, you should have a survey regarding the company, what it does, and also about their skills. How will their skills help the company to become successful?
This survey will help you gauge their interest in the company.
3. Come Up With A Pre-Structured Guide
This is probably the best and easiest way to organize the hiring process. Always have a predetermined set of questions to ask every candidate. This is the best way to reduce hiring time.
Always focus on the job role you are hiring for in order to make the interview guide a hit. Always make sure you dig into the candidate’s behavior and ask questions to determine if they will fit into the company’s culture. In fact, 89% of hiring failures are due to a lack of cultural fit.
Also, make sure to ask the candidate about their previous organization. You should do a background check for the same. An integral part of the hiring process should be to calculate the time and money invested in cost per hire to keep a check on the spending done in the recruitment department. This should be done especially when you are a small organization with minimum resources.
4. Using Scorecard While Hiring
Using a scorecard will help you remove your hunch from the interview process. The scorecard is a quantifiable way to score a candidate’s answers. Instead of saying things like, “I like him. Let’s hire him,” you will now rely upon the scores entered in the scorecard.
With a scorecard, there won’t be any room left for guessing for the interviewer. They will know if a candidate is a job fit or not. It will help you avoid bad hires and make good hiring decisions.
These four ways will make your hiring process immaculate. It will save you an immense amount of time and your recruiting decisions will be more precise.
These four pieces of advice will give your remote recruitment process a true face-lift. They will save you an immense amount of time and provide your company with the best employees for the open positions.