Pandemics have a way of redefining how we work. It also changes how our bosses manage us because company growth and how we earn revenue have to be done differently. From an HR perspective, the technology that we once thought was nice to have but not essential is now the lifeblood of communication and the means for staffing the company for success.
All of the HR processes that were once the best practices to recruit, hire, onboard, and retain staff had to be rethought in innovative ways. Embracing the virtual world and the technology that makes it work is the new challenge. The HR staff is facing an uphill battle to adjust and change the process.
The virtual business model for all businesses covers a broad range of changes to make the model work well. We will limit our discussion to four points that have a special meaning for recruiting, hiring, and onboarding new talent.
- Create a process on how to interview to drive consistency, comprehensiveness, and effective data gathering – include and follow a checklist; set up the tech, and give it a test run before the interview; be in a clean, quiet, and well-lit space clear of any distractions (leave your cell phone outside the interview room); talk to the person being interviewed as if he were in the room face-to-face with you; wear professional clothing even if you are interviewing from home.
- Train your hiring managers on the pros and cons of virtual recruiting, hiring, and onboarding to keep them from making avoidable mistakes. The legalities of gathering and storing personally identifiable information (PII) must be respected. Choose your words carefully to avoid unintentionally showing bias, especially if you engage the person on personal issues as part of a friendly conversation.
- Train your HR team on how to engage virtually for success. Control your body language and keep it neutral. Dress professionally. Create a stress-free demeanor and environment. Pay close attention to the body language of the person you are interviewing to pick up on behavioral reactions.
- Build your HR team to include the skills and tolerance necessary to facilitate the virtual onboarding process. Digital paperwork can be a challenge to explain, and the person that has to complete it may have a question that needs an immediate answer. The HR team should assign a specific company HR liaison that is available via SMS text, Skype, or cell phone, even after working hours.
The Gray Peak HR platform allows recruiters to perform their job, even live interviewing virtually, and it is 100% mobile-friendly. Find out how our remote recruitment app can help you discover, hire, and keep the best talent.
Request a demo and FREE 45 day trial today!