Before 2020 there was a definite trend towards remote working...but it was a slow revolution. In 2015, it was estimated that 2.4% of the US workforce had the capacity for working at home while this had risen to 3.4% at the beginning of 2020, a rise of just 1%, a trend that was echoed around the developing world.
And then COVID-19 came…
It’s estimated that, during the height of the pandemic, 88% of businesses around the globe either made teleworking mandatory or strongly encouraged their employees to stay at home. This was nothing short of a workplace revolution...a revolution which has brought many positives and many negatives and one which shows little sign of slowing with many companies now even incentifying employees with the promise of full-time or occasional stay-at-home positions.
The fact is that teleworking offers many benefits to employees and, to a lesser extent, businesses. Take the cost of commuting, for example. Some employees can save up to $5,000 by staying at home. Avoiding the daily commute also frees up precious time to spend with families.
In addition, 77% of teleworkers say they are more productive while 99% say they would be happy to continue remote working, even after the pandemic has ended.
For businesses, one of the biggest challenges has been attempting to adapt to this “new normal” and one of the areas they have had to get quickly up to speed is in the recruitment process. Video interviews have become the norm and will probably continue to be the norm for some time to come.
In this article we’d like to explore how best to negotiate the minefield of video-based job interviews and give some hints and tips on how best to go about the process…
There’s a plethora of software packages on the market which cater to remote working and mass meetings. Some of these have been developed as a direct result of the pandemic and some of these have simply come into the public consciousness with the arrival of COVID.
The big three need no introduction. Zoom, Skype and Google Meet have become well known business tools over the last 18 months but there are many other solutions, such as Microsoft Teams or GoToMeeting. You and your company should weigh the pros and cons of each and, if possible, test each one to find the tool that is best for you.
According to our experience, we would recommend Zoom due to the fact that it gives you the ability to record your video calls. This is obviously a boon for the interviewer as you can rewatch the interview at a later time and, also, it’s a useful feature for use with point number 5 on this list...
One of the biggest disadvantages of video interviews is that the prospective employee doesn’t get the opportunity to see the company in its natural habitat. Usually they would be able to tour the offices and get a feel for the culture of the company. This is something which can often persuade a candidate to choose one employer over another.
Find a way to convey the uniqueness of your company to the interviewee, a way of telling the story of your company and what makes you tick. This is not easy to do but perhaps sharing company material with plenty of eye-catching photos, employee testimonials or talking about typical “extras” that happen in the office can inspire them.
Successfully transmitting the right culture can win the best candidates.
So, maybe you are conducting this interview from home yourself, right? But that doesn’t mean that you have to let standards slip. Dress appropriately. Don’t show up in your favourite comfy house clothes and, god forbid, no pyjamas!
Presenting the aura of professionalism is connected to our previous section on corporate culture. Show the interviewee that you are a serious company and that, even when working from home, you are ready to work hard and play hard.
Likewise, choosing the correct space from where to conduct the interview is important. Make sure you set yourself up in a well lit space with tasteful decor and as little noise as possible. This last point is important as it will allow you to communicate with your candidate as clearly as possible. In other words, don’t do the interview from the comfort of your couch with the TV on in the background!
Also, please remember to silence your mobile phone or any other apps which produce pop up messages before starting the interview. This goes for interviews conducted in the office or at home!
This is a no-brainer and we’re sure that you already have a good idea of what you want to ask the candidate in order to get the most relevant information from them. Plan out with the HR department exactly what you need to bring out of the candidate in order to make the best recruiting decisions for your company.
Consider the competencies and skills needed to fill the position and try to draw this out of the candidate accordingly.
In addition, try to be as open and natural as possible with the prospective employee. Video interviews are perhaps not the best place to build relationships with staff, but you’ll want to appear as personable as possible. Don’t let your computer screen be a wall that stops your personality coming through.
Ok, so here’s the part where we talk about our own product...but please, hear us out. Codimg is an interviewer's natural ally!
One of the biggest advantages of conducting video interviews is that it is very easy to record them for review further down the line (obviously, you need to inform and check with the candidate that they are comfortable with you doing this). The problem with this is that you could end up with hours and hours of video to wade through when it comes to justifying your decision or checking with other departments.
Codimg helps you to save time in this regard. How? You simply create a button template in line with the skills and competencies that you’ve previously agreed with the HR department and “tag” the video by pressing these buttons when you hear something relevant. This will create a short video clip from that moment of the video which can easily be played back at a later time.
You can use these video clips to analyse your candidates by creating side-by-side comparisons and creating presentations for colleagues.
The advantages of using Codimg are:
We know it sounds bewildering that one piece of software can do all this, but we’re confident we can save your company time and money in the recruitment process. The majority of this can also apply to face-to-face recruitment too.
Contact us today for a chat about your needs and to get set up with a free trial.
Listen, as a society, we’re making great headway on the control of COVID...but we’re not out of the woods yet. And anyway, even if COVID was declared eradicated tomorrow, we’re still going to be feeling the fallout of this for years and years to come.
In a way, it’s forced our hand in regards to remote working. A couple of years ago, it would have been inconceivable that a company could continue to function and profit with the majority of the workforce working from home, but the last 18 months have shown that it is possible. And we’ve got a taste for it now.
A lot of people are simply happier working from home. The avoidance of the daily commute plays a big factor in this. Check out this funny little video for proof of that!
Homeworking will become ever more prevalent as time goes on and managers and recruiters need to embrace this and adapt their hiring processes.
So, yeah, just get used to it!
If you have any questions about anything you’ve read in this article or if you want more information on how Codimg can help improve your recruitment processes, don’t hesitate to get in contact with us at email@example.com or through any of our social media channels on Facebook, Twitter and LinkedIn.
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