Americans, with confusion and uncertainty bubbled up inside of us, are wondering when things go back to normal. But what if things won’t ever be the same?
Coronavirus is shaping the future of work. Businesses of all shapes and industries from restaurants to identity verification service providers are muddling about in finding innovative approaches to enable normal operations without as little disruption as possible. The contingency strategies must be made to not just handle the current situation, but also to prepare for future challenges such as possible upcoming recession, increasing business cost, growing global connectivity and more.
The majority of the US workforce are working from home and since this way of work may stretch months into the future, remote working will translate to remote recruiting. The situation is not so different in the UK and the rest of the world. Data collected from 5000 UK working adults in 2021 by the VOX research company shows that up to 52% of respondents are currently working from home.
Recruiting teams should be capable of keeping up with the current state of workforce and plan for future recruiting challenges.
Follow Rakuna’s Guide to engage top talents remotely and achieve your business goals.
Let’s do a thought experiment:
It’s 4 months into the coronavirus global pandemic. Your spouse is on an online call with clients in the living room. Your kids are in the backyard, learning origami in a virtual summer camp. You don’t know when your office will be reopened, but your new hires are already well-acquainted with the job. You’re glad that you have been well-prepared and confident that your team can handle future business challenges post-pandemic.
Ok, virtual summer camp sounds a bit like a stretch, but the rest is plausible. Chaotic times have a way of reordering reality and, in the process, opening doors to new opportunities and mindsets.
In one week after the national emergency announced by the President, we closely monitor the term Remote Recruiting:
It was mentioned 556 times across all social media platforms, reaching 2.7M people, with positive sentiments. Amidst the confusion during the pandemic, it is a good thing to see people keep up hope.
In the vein of hopeful sentiment, searches for Agile Recruiting, Remote Recruiting and Remote Working all went up. People are looking for new ways to work more flexibly and recruit more flexibly.
Remote recruiting will be a little bit different to recruiting remote employees for years. It deals with greater uncertainty since your remote working team may have to re-adapt to being at office in the future. However, remote recruiting and remote-work culture have been practiced by major corporations such as IBM, Citigroup and Unilever for years, so the principles and best practice can lay a good foundation for your recruiting team to keep up with your business and recruiting goals.
If everyone works remotely, that includes your recruiting team too. Remote recruiting demands your team to adhere more consistently to remote etiquette to avoid productivity drop.
There should also be transparency when establishing recruiting goals and objectives, work hours and working mediums, according to Anita Williams Woolley, associate professor of organizational behavior and theory at Carnegie Mellon University’s Tepper School of Business.
“It is going to be important that everyone understands and has the same goals and objectives,” Woolley to HR Drive in an interview “Where goals are unclear or conflicting, productive collaborative work will be difficult whether it’s co-located or remote, but there are fewer opportunities to recognize and rectify unclear goals in remote work.”
A centralized recruiting process should be built with basic elements like:
Resources to help your remote recruiting team build an effective process and collaborate efficiently:
Employer branding has always been important.
However, now with people spending more time online, and 50% rise in internet usages, your employer branding will have twice the exposure, thus playing a more important role in your success with remote recruiting.
A few tips to get your started:
1) Revisit your company’s core value, culture, company vision and mission. Identify the gaps and overlay in the delivery of your employer branding and lay out tactics to fill those gaps.
2) With those fundamentals of your employer branding in mind, recruiters/ marketers can start branch out and be creative on the choice of voice and content.
In the time of crisis, it is important to show you care and demonstrate your commitment to your employees’ well-being, your partners and your community. Listen, maintain internal and external communication transparency, share your vision for the future. The HOW is up to you since there isn’t a one-size-fit-all approach. However, we’ve rounded up several initiatives companies around the world have taken breath resilience into their brand and withstand tough times:
3) Make sure the employer branding stays fully smooth-running throughout your remote recruiting process.
With a genuine commitment, you will paint a a way better picture of your brand in the public eye. There will be someone in the crowd with talent and sheer desire to be a part of that amazing culture you demonstrated, either now or after the storm.
However, to make sure you win the best talent in this dire time, getting them to the door is not enough. Every step in your remote recruiting process must be a representation of your employer brand: From pre-assessment to interview to onboarding. A few tips to help you:
Resources to help you ensure an engaging candidate experience throughout your remote recruiting funnel:
Great recruiters know that the most engaged candidates come when you meet them where they are. This means having access to every mode of communication and understanding where your target candidates are most likely to engage in conversation.
The winning question here is: Where are they?
Resources to help you find the top talent where they are:
Training and onboarding play a major part in any healthy, successful workplace culture and it is a principle that won’t be changed with remote recruiting.
The best practices and principles of excellent onboarding stay unchanged and still apply to remote recruiting: Make training and onboarding materials accessible online, provide proper guideline to help you familiar with your process and tools; schedule intro meetings to key members of the team in the first two weeks of employment; organize regular checkpoint to provide them support during the first 3 months.
When you’re welcoming a new employee on the team, consider mailing their laptop and other equipment with employer branded items like t-shirts and mugs, and sending them lunch one day that first week.
To view this original post and other exciting articles, visit us at Rakuna!