How to make the most of online recruitment?

A well-constructed video is a crucial part of online recruitment. Based on our experiences, we suggest 3 tips on making virtual selection efficient.

It seems as though remote working and virtual meetings are not going anywhere – since the pandemic, 86% of organizations prefer online job interviews. For many companies and workers hibrid working is a more comfortable, simpler and more effective solution, therefore it is important to put emphasis on finding out what methods work best. The interview’s efficiency exercises influence on the interviewer’s and the candidates’s decision, too. (Read more on creating a positive candidate experience in our blogpost.)

It is obvious that an online meeting cannot provide the same experience as the office environment, where certain organizational culture and atmosphere is present. These are difficult to articulate in a Teams or Zoom setting. There are other limitations as well. These platforms were not designed for job interviews, so question libraries are not always available and it is difficult to find an evaluating system for the questions.

1. Using the right platform and questions –If we build up the interviews structure well, the experience will be consistent and seamless for the candidate, the conversation moves on a certain track. The concrete, permanent structure we apply for every interview guarantees fairness and results in choosing the right person for the position. These frames and competency-based structure can be used in other organizations, a standard can be developed, even on an international level. The precise, prepared questions and aspects helps to create a picture of the candidate’s relevant competencies, potential and aptitude. SHL’s TalentCentral platform makes it possible to use tests before the interview and on this same platform, video interview can be transacted, too.
2. A good start is important! – For most candidates the interview is the first occasion where they meet with the organization face-to-face, and for the successful candidate. Therefore, this is a useful opportunity to show the candidate why it is beneficial to work for our organization. The professional, engaging interview, the dynamic, interactive tools – like whiteboarding – contributes to the brand’s positive judgment.
3. Evaluation – We should determine the evaluation system in advance, so as to make the decision fair and consistent. The fundamental aspects, competencies should be made clear to the candidate, too, this create opportunity for open, honest, transparent communication.

SHL’s Set of Interview Questions can help us in creating a structured interview. It is based on SHL’s Universal Competency Framework (UCF) and it measures twenty key abilities. It is best to use it with the Universal Competency Report generated from the Occupational Personality Questionnaire (OPQ32) – this way we can identify important areas we wish to further explore during the interview.

Hibrid working is becoming more and more wide-spread. It is essential to find the right recruitment methods in the virtual space. We should be aware that online recruitment is not just a substitute for in-person eliminations, but a new, independent form of recruitment.

The original blogpost can be accessed here.