How To Do Online Hiring The Right Way

The time is now to perfect virtual recruiting, hiring and onboarding practices

As the world shifted over the last year, hiring practices changed as well. And while (we hope) things will eventually return to normal, that normal may not look the same as it once did. More than half of workers would rather not return to offices when the pandemic is over. 

Hiring managers need to be prepared for the reality that the old ways of doing things–multiple in-person interviews, college fairs, talent assessment, and days of paperwork and onboarding–may not be effective in the new workforce. The time is now to perfect virtual recruiting, hiring and onboarding practices.
 

Luckily, the wealth of technology available makes it simpler than ever to connect with candidates virtually. The flipside of the coin is that all of this new technology comes with its own set of pitfalls. In this article, we will discuss how to do online hiring successfully, potential issues that might crop up and how to come out of the process on top. 

Broaden Your Net to Include Remote Workers 

One of the effects of the Covid-19 pandemic was that corporations were forced to reckon with remote work. Telecommuting has been steadily increasing since the 70s, and has exploded in the last decade. 

Some corporations have been reluctant to adopt remote work as a standard, but the last year has proven that employees can be just as productive working from home as in a cubicle. Many individuals have learned that they enjoy the flexibility and convenience of remote work, and are reluctant to return to the old model. The good news for employers is that this means the talent pool just got bigger. 

The top performers in your field may not live in a specific region or operate on a set schedule. Now that work-from-home protocols are in place, searching outside of these set parameters can help in recruiting efforts to build the best team possible, regardless of geographic location. 

Avoid Legal Issues 

Hiring employees remotely seems as easy as hopping on a video call to chat, but beware of the legal issues that accompany virtual hiring. 

Technology can be expensive, and not every candidate has the same access to laptops, webcams and a reliable internet connection. Take care in job solicitations that the required technology for an interview does not set up discriminatory parameters. 

Additionally, do not bypass the Equal Opportunity Employment rep when setting up digital interviews. Their role maybe even more important in navigating this new medium. 

Just as with in-person interviews and skill tests, be prepared to make reasonable accommodations for anyone with a disability. Technology is often helpful to those with disabilities, but some challenges still exist. For example, deaf or hard of hearing applicants may need an interpreter or captionist to assist with the interview. 

If accommodations are needed, due to the uncertain nature of digital technology, it can be helpful to perform a test prior to the interview time to ensure everything is working acceptably. 

Remember, laws vary by location. With an expanding (potentially global) workforce come expanding legal issues. Become educated on regulations where each candidate is. Also, to be safe, never record an interview without written consent from everyone present. 

The Right Responses 

Digitally native workers are used to conducting most aspects of their lives online. That means that they expect nearly instant replies, and have little patience for lengthy, formal processes. Keep candidates informed at every step. Give estimates on how long responses will take, and stick to the timeline. 

Likewise, candidates operating in a digital landscape appreciate transparency. If you’re wondering how to do online hiring successfully, this is one of the key components. Straightforwardness makes sense in the hiring process for the same reasons it makes sense among current employees. Workers thrive when they feel safe to express ideas, collaborate with team members, and understand expectations. 

Today’s most talented workers are bombarded with content at all hours from every side. In order for a company to stand out in the recruiting and hiring process, it pays to have personalized messaging to a targeted group. Form letters and mass emails won’t cut it. 

Collaboration 

In the online hiring process, it makes sense to involve the team members who will work closely with the new hire early on. Individuals in closely related roles will have the best picture of what skills are needed, and what kind of personalities will bring out the best in the rest of the group. 

If your organization is trying to figure out how to do online hiring in a serious way, it may be time to invest in an applicant tracking system, collaborative hiring software or recruitment app. A software solution can provide the hiring committee with simultaneous updates, allow productive discussions even when schedules are tight, and expedite final decisions. 

Team collaboration also has the added benefit of spreading out the workload. Virtual interviews can feel less urgent to existing workers than face-to-face interactions, but preparation is still important. Consider having multiple team members come up with a few questions each, or research different candidates. That way, the organization looks good to the prospective employee without adding too much to any single person’s to-do list. 

In the end, whether hiring virtually or physically, what matters most is that the right brands and workers find each other. Smart hiring practices will help you attract top candidates. 

Stephanie Collier Jensen is the Chief Human Resources Officer and Inside Counsel at Dynamic Blending Specialists. Stephanie is a licensed attorney with a degree from the Sandra Day O'Connor College of Law. Visit www.dynamicblending.com  Connect Stephanie Jensen