Candidates who are located remotely are screened, found, and hired through Remote Recruitment. The recruiters contact and engage with the prospects wherever they are stationed by using technologies like video interviews and tools for artificial intelligence (AI) like chatbots.
Remote hiring relies on the use of technology and artificial intelligence. It is now crucial since recruitment has increased recently and recruitment teams have relocated to the distance.
Process of the Remote Recruitment:
Planning:
Having a plan and strategy in place is the first step in remote recruitment. Understanding the requirements for the available position, creating a job description, and advertising it on various job sites are the first steps in the planning process for recruiting.
Because there won’t be any face-to-face interactions between the HR staff and the recruitment manager, writing a job description will be a complex effort that may require additional time.
Technology for Candidate Screening:
The position has been posted on several job boards, and applicants are already sending the recruiters and talent acquisition teams their resumes. The number of candidates for the available post has dramatically grown during the present phase, where there are too many job losses.
It is challenging for recruiters to screen every application and narrow the field of prospects as the applicant pool expands. Organizations must utilize online recruiting technologies and AI solutions to accelerate the hiring process.
Video Interviews:
Video interviews have significantly increased because of the shutdown, and even major tech companies like Microsoft, Facebook, Amazon, and Google have switched to them. Most companies did in-person interviews before COVID. However, video interviews have become more and more common, so distant recruiters must adapt.
Recruiters working remotely must conduct both one-way and two-way video interviews. The two-way interview will be an alternative to the in-person interview, and the one-way interview will take the place of the usual phone interview session to screen the applicants. When speaking to a candidate, recruiters must be objective and prepared for a face-to-face interview.
Channels of Communication:
The key to hiring applicants during remote recruitment is communication. When it’s feasible, recruiters should speak with applicants face-to-face and remember that they are no longer in charge. Different communication channels should be available, and the recruiters can utilize them as necessary.
For instance, recruiters can send emails with the interview schedule, but occasionally these emails may wind up in spam folders and the applicant may not check them. Sending texts will thus be the plan B.
More than 70% of prospective employees desire SMS messages from recruiters. The remote recruiter should use a variety of communication methods, including fax, video chats, email, and text messaging.
Assignments:
A difficult issue for remote recruiters is evaluating a candidate’s talents. It is difficult to evaluate the candidate’s skill set within the allotted time in an online interview since, as was previously indicated, it will be a one-way and two-way interview procedure. Consider work assignments based on the real-life circumstances provided by the hiring teams as one approach to overcoming this difficulty.
To prevent unconscious bias, the Remote recruitment team must keep the candidate’s identity and other information confidential during the evaluation that is conducted by team managers or team leaders. To improve the candidate experience, recruiters must maintain the applicant’s interest by sending a follow-up email or having a phone conversation.
