As a recruitment agency, we’re noticing how the virus is affecting businesses across the whole country, who are all responding to the changes in their own unique way.
Of course the disruption in the built environment directly impacts the need for and processes of recruitment, but we can’t ignore the positively unified country-wide attempt to retain a business-as-usual mentality, which we at Conrad are echoing despite the increased barriers and challenges present- and at present we are still handling interview requests and remote first-days at work for many new starters.
We thought it would be good to share with you some advice around recruiting amidst these unprecedented changes. Learning how to deal with these new challenges will allow us to navigate towards the end goal- a healthier, brighter future for people worldwide and get through this tough period.
Risk-assessed face-to-face interviews
Over the last fortnight, we have noticed an increased demand for us to conduct pre-interview risk assessments to ensure face-to-face interviews are safe to go ahead, by asking pre-set questions.
In instances where face-to-face interviews are not safe or can be avoided we have some advice on how to continue with your recruitment process to ensure business is operating as usual.
There are many benefits to interviewing via a technological platform. For example, video interviewing means you still have the face-to-face aspect, where employers do not lose the element of seeing the candidates’ physical behaviours and the way in which they converse with the interviewer.
An advantage of this is that it de-stresses the interview process for the candidate. Major elements of the process are removed, (i.e the travel there, the waiting) which would normally add pressure to the candidate. Stress can deter the individual from performing well and how they come across to the employer.
As well as this it saves costs for the candidate. Their interview may be held in a location that requires them to travel long distances where they would need to spend money on travel, and other expenditures such as food/drink.
It saves precious time for both the candidate and employer, where they can then quickly continue with other productive activities. The whole process of interviewing is very time-consuming, and if there are certain elements we can simplify to improve the procedures and make it easier for all parties involved. This interview style is particularly convenient if the candidate being interviewed doesn’t meet the requirements for the role.
Skype: Probably the most common app to use is Skype, this software can be used for personal use as well as for business. It’s relatively easy to use, and can be downloaded for free- both parties just need each other’s usernames and can instantly begin messaging and video calling. This can be used on both WiFi and mobile networks if using on the mobile.
FaceTime: Another great method where again, the app can be used on WiFi or on mobile networks. The downside to this is that this is an Apple feature, so the application will only work with Apple devices.
Zoom: An alternative platform which is not as widely-recognised compared to Skype and FaceTime. A more corporate approach to video calling, this method is arguably much easier to use and share content. The user simply sends a link to the other person involved, and they can join the meeting without creating an account or signing up. The app also allows users to collaborate and share screens, all whilst recording the meeting. So, employers can look back at the interview, making it easier to make decisions.
The notion of conducting interviews remotely, is not anything new. But moving forward with this new phase as a standard process, will take some getting used to for employers across the country and we’re on hand to provide any assistance in facilitating the exchange or providing advice for video calling ettiquette.
How are you conducting your interviews now? If you need any tips of conducting interviews remotely, get in touch with our team today!Advice