Shall we have a talk about recruitment? In a world where there is increasing news of job losses and cuts, there are still companies who are recruiting. Royal Mail recently announced they would be hiring 13,000 more seasonal staff than usual to cover the online shopping boom. If your business isn’t currently expanding, you may still need to recruit. People retire, go on maternity and paternity leave, and just change jobs, so having a robust virtual recruitment strategy in place is vital if you want to employ the right candidate.
How does your business look online?
If you’re going to recruit virtually, you need to consider how your company looks online. Pew data has suggested that 54% of candidates now apply for jobs using mobile devices, and that number is likely to rise. So, check your website and your social media to ensure they are mobile friendly and display your brand ethos and core values.
It’s also worth noting that the technical abilities of those in the jobs market is changing and the way they look for work is changing too. Over half of Generation Z (that’s anyone born after 1995) and Millennials (anyone born between the early 1980s and mid 1990s) check social media platforms when looking for work, so make sure you advertise across all your social media. This means going beyond just using LinkedIn.
While you’re doing this, think about what your business has to offer to the next generation of workers. A large percentage of younger workers show loyalty to employers who invest time and resources in them. They also want job stability, so show them you can offer that.
Prepare for video interviews
Ok, we’ve all seen the funny Zoom conferencing videos where someone went to the toilet while on a call, but we cannot emphasise enough that if you are planning on video interviews, you need to get comfortable with video. It’s advisable to acquaint yourself with any programme that you are using and that you ensure that your background represents you and your business well. Don’t sit in front of a light source such as a window, as this may make you look darker or more shadowy.
You should also check that the candidate has the correct instructions for accessing the video calling programme. Never assume that they know how to do it. Prepare your questions as you would for any interview, but try to leave a bigger gap between meetings to allow for glitches and technical issues.
Consider Psychometric Testing
A video interview can make it more difficult to assess behavioural traits and a candidate’s personality. Sitting with someone face to face can give a huge insight into the type of character they are. That’s why a number of companies are now including psychometric testing in their recruitment processes.
Psychometric testing isn’t new, 75% of the Times Top 100 companies use it already, as do 95% of FTSE 100 companies. So, why should your business consider including an online psychometric test?
Test results provide an objective overview of a candidate’s character, working style, and strengths and weaknesses. This gives employers a wider range of information to decide whether an applicant would fit in well within their company. A psychometric test provides an extra layer of information that can’t be gleaned from a CV or successful interview, and can provide you with the opportunity to plan future staffing and training.
If you are considering starting a new recruitment drive, or are simply reassessing your recruitment processes, the team at Dakota Blue are always on hand to assist and advise.