HR TechnologyHuman ResourceRecruiting StrategyRecruitmentTalent Acquisition PracticesTalent Industry Trends

5 Tips For HRs To Hire Best Candidates Virtually

By July 4, 2020September 25th, 2020No Comments

Remote hiring is an option to hire employees while reducing the cost and time to hire except the fact that you may have to make the decision of hiring the person without meeting them in person. Other than this part, the recruitment process can have the same number of steps.

Hiring inappropriate resources can cause financial strain, can waste the time of the team and increase training time and lead to under-performance.

If you’re planning to hire candidates remotely for the first time, you’re likely to have all kinds of questions.

Here, we try to present 5 ways to adopt technology in your hiring process to source high-quality talent and stay ahead of the curve.

1. Establish job requirements efficiently in job postings across platforms

When you’re hiring virtually, the first point of contact is the job description and this content provides the candidate with an  overview of the expectations and the company introduction.The introduction should provide the candidate with the right reason to join to ensure optimal productivity.

To improve the candidate pool, multiple platforms must be used for the dissemination of the posting but one must be careful to use the right platform for relevance of candidates.


2. Use data to make decisions

Focusing on quality interviews is an effective hiring strategy.  Quality over quantity is a long haul strategy which can be used to track the efficacy of the outreach.

Create an ideal candidate profile beforehand to compare the candidate pool with. Instead of doing this process manually, where biases and manual limitations might reduce efficiency, it is advisable to use an AI recruitment tool to make this analysis easier.  Turbohire provides a candidate matching score which rates candidates on education, skill sets and previous experience while also providing behavior analysis which makes it easier to make data based decisions.

While screening candidates, use filters like see candidates with experience of more than 2 years or candidates with a particular degree, to reduce manual work load.


3. Make a Structured Process of the interviews

Unstructured interviews can lead to information loss. Frank Schmidt and John Hunter published a meta-analysis of 85 years of research which concluded that unstructured interviews explain only 14 percent of employee’s performance.

Using structured interviews, following the same procedure for every candidate and basing the assessment on qualitative parameters like candidate score will enable the recruiter to make better decisions.

As Ben Datner explains in his recent Harvard Business Review article:

An interview scorecard can provide a quantitative basis for comparison between interviewers, enabling you to validate your perceptions with your colleagues and learn where your ratings may be outside of the norm.

The qualitative data help for a structured process of evaluation of candidates and removes the decisions taken on gut reactions. This in turn makes the recruitment process more efficient and inclusive and reduces the number of misses.

At Turbohire,the AI technology compares the candidate skillsets with the ideal candidate required and  provides a job compatibility score along with behavior analysis which gives the recruiter an idea about the personality traits of the candidate.


4. One way Interview Screening

Before proceeding with the final interview round, using one -way interview where candidates record their answers for introductory questions is an effective way of screening as this will save the recruiter’s time of organizing and reorganizing the interview sessions. Also, the recorded answers can be viewed by the recruiter/interviewer multiple times to come to a final decision of moving the candidate to the next stages of 1:1 interviews

In this round, instead of asking only general questions, you can ask situational or behavioral questions for better understanding of the candidate. This will save the recruiter’s time and increase candidate experience, which is a win-win.


5. Involve your teammates

Hiring a candidate has multiple stakeholders as the candidate will interact with multiple team members. The inclusion of multiple team members will ensure that different perspectives are considered. Therefore, once a few candidates are selected from the pool, take input from the team members with whom the candidate will interact closely. This allows everyone to see how a new hire would fit into the company culture, an important but often overlooked factor to consider.

Erin Engstrom explains why this is such an advantageous practice in the recruiting process:

Collaborative hiring helps to safeguard companies from a number of cognitive biases—the inherent thinking errors that humans make in processing information.

Are you looking to make your hiring process efficient and hire the best candidates? Turbohire has your back.

There is no one size fit all approach for hiring future employees but using data to drive your recruitment process always pays off at the end. Your company can have an in-person hiring approach or are comfortable with online processes but the process of perfecting these processes takes time. Feel free to Sign up for Demo to enquire about how we can help you in your hiring process or join our newsletter to stay informed about the latest trends in the recruitment trends, employee management strategies and more.