The pandemic has brought about unprecedented challenges for HR teams. Indeed, the situation has pushed recruiters to adapt and even reinvent their hiring and integration practices following various public health measures. One of the most significant changes has been the digitization of all interactions with candidates, from initial contact to integration into the team. After over a year now, organizations of all sizes have been considering expanding and preserving remote work after the crisis, to different degrees. So, some of these developments are likely to remain relevant even after the pandemic is over, especially when working with distributed teams.
Evolution in interview practices
Remote recruitment has become the only method for HR teams to carry out hiring processes safely and predictably in these times of health crisis. Although certain stages were already often done remotely (sorting of CVs, telephone interviews), it is now the entire process that must comply with digital constraints. As a result, video-conferencing interviews now mostly replace traditional face-to-face interviews. Nevertheless, it is essential to note that although different, this stage retains the essence of its primary purpose, i.e., establishing the first contact between candidate and recruiter and assessing the suitability of the position and its environment. Even if the form is different, the substance remains the same.
Adoc Talent Management CEO Dr. Amandine Bugnicourt, who runs training workshops on the best practices for successful remote recruitment, gives us some perspective: "Recruiting in a completely remote manner is a challenge, as it takes us out of our comfort zone: We had well-honed interview processes for years, and then we were forced to change them overnight. However, even with virtual methods, you can and should look for the right fit for you and your team. It is possible with insight and thorough investigation. I strongly believe that even if your habits are disrupted, you must keep following best interview practices. Every element you usually use to make up your mind about a candidate can be harder to gather. You might need to ask more questions to compensate for the fact that non-verbal communication is more difficult! To this end, as with a face-to-face interview, prepare yourself properly: have an exhaustive list of the necessary key skills and plan strategies to assess them. Put yourself in a position of active listening. Conduct each interview with a few relevant questions and probe with "hows and whys" to get factual answers and understand how the candidate works. More questions should be asked, especially ones related to interpersonal skills. This can help clear out points that might seem more obvious in a traditional interview. Also, make sure that the candidate has a sufficiently clear understanding of the job, the environment, the team, etc., to be able to make a decision as well."
Pitfalls to avoid; focus on the candidate experience
Hiring is a highly human process. Interpersonal relations and emotions count a lot when it comes to selecting a future emp