With the emergence of COVID-19, the ever-evolving advancements in technology, and the growing availability of the global workforce, remote working has never been more prevalent than it is today.
As scores of employers and employees begin moving towards remote working arrangements, your role as a HR specialist and Recruitment Professional is now increasingly reliant on a more digital hiring process. In some cases, you may never even physically meet the candidate that you end up selecting for a particular role.
While this virtual approach is exciting, it’s not without its challenges. The inability to directly interview and screen a candidate in person can make it difficult to determine whether they will be a good fit and can add value to your organisation.
So, to help guide you in streamlining your remote hiring process, we’ve put together 5 tips that you can use to ensure that, despite the remote recruitment changes taking place, you can continue to place suitable hires in your business.
How to adapt your hiring process for today’s digital world
While your candidates may now work from the office, a remote location, off-site or a hybrid approach, it’s still critical to ensure that you’re attracting and recruiting the right person for the role each time.
A bad hire can waste time, money and resources, as well as cause significant damage to your company’s culture and reputation.
As remote work evolves, it’s important to ensure that your hiring process is still yielding the results that you, as a HR and Recruitment specialist, are looking for.
Here are our tips to help you ensure that your recruitment approach remains successful into the future:
1. Evaluate your current processes
Start by determining whether your current recruitment processes are still working in today’s digital environment. Ask yourself:
- Are my job postings up-to-date?
- Do I have sufficient communication opportunities with my candidates?
- What recruitment tools are no longer effective in the remote setup?
- Do I need to modify my interview questions to suit the changing requirements of the remote work environment?
Gaining a clear overview and understanding of your current processes will enable you to determine what’s working and what needs to be improved on.
2. Advertise appropriately
One of the biggest advantages of remote work is that the talent pool is no longer limited to your city, state, or even your country.
Make the most of this by advertising your remote work opportunities on the right online platforms that will reach your desired audiences and attract the best talent.
3. Strengthen your brand’s reach and image
Job seekers will look at your online presence, including your social media channels and your website. This means that how your brand is perceived online has never been more important than it is right now.
Collaborate with your marketing team to strengthen your brand’s digital presence and ensure that potential candidates look favourably on your brand and ensure that you’re appealing to work for.
4. Double down on background screening
As a HR and Recruitment specialist, you know that to protect your company from risks such as toxic culture and reputational damage, it’s important to thoroughly screen all candidates to gain a full understanding of their character and professional experience.
When considering the remote hiring process, this need for comprehensive background screening and due diligence is increased, as there may be no opportunity to assess the candidate in person, let alone supervise them once they are placed in the role.
5. Integrate digital footprint checks into your recruitment process
In today’s digital age, everyone’s use of social media and exposure to the online world is increasing. With this, it’s no longer enough to profile candidates based on traditional screening processes like reference checks and police checks.
Performing a digital footprint check provides further insights into your candidates’ online behaviours and activities. It can help you to identify red flags about the candidate’s character, such as their use of discriminatory or derogatory language on public online forums. This can help to protect your organisation’s reputation from bad hires that may have otherwise seemed suitable.
Dan Holman, CEO of CheckSocial, says:
“When you decide to utilise digital footprint checks largely depends on your organisation, however at CheckSocial, we recommend either conducting reports on your shortlisted applicants ahead of the interview, or at the time of reference checking your preferred applicants.”
Digital footprint checks are important in today’s remote working environment
Around two-thirds of Australian employees are now working remotely.
As a HR Specialist and Recruitment Professional, it’s important to ensure that these remote employees are working with your organisation’s best interests in mind, and that they uphold similar values to that of your company and the rest of your team.
Fortunately, you can rely on digital footprint checks, also known as social media checks, to help you identify the best candidate for the role. Digital footprint checks empower you to make smart recruiting decisions, while applying an extra layer of protection for your organisation moving forward in today’s digital world.
Learn more about digital footprint checks
Preventing bad hires and helping to build a stronger internal culture are your top priorities when it comes to recruitment.
Digital footprint checks help in making the process more reliable, comprehensive and thorough. They enable you to effectively screen potential candidates and find ideal employees who will both protect your organisation’s brand and drive your success.
To support you and your recruitment process, we’ve prepared a free, downloadable eBook that has been written for forward-thinking HR professionals. It offers the complete guide to digital footprint checks and will answer all your social media check questions.
Get your free copy of The Ultimate Guide to Digital Footprint Checks now.