The business landscape is changing fast.

As more businesses transition to remote working to keep their staff safe and slow the spread of the Covid-19 virus, hiring tactics are shifting to accommodate for self-isolation, with smart businesses increasingly turning to digital recruitment. While the circumstances are unfortunate, the outcome of these tactics is proving beneficial to both businesses and candidates.

Having spent decades creating a hyper-connected online environment for people to communicate irrespective of location, we now have no option but to take full advantage. Could this be the defining moment that sees organisations move to digital recruitment as the norm?

As a means of promoting accessibility and speeding up time to hire, many of our clients have already explored remote interviews for the first or second stages. As a result, our team is well-versed with the concept of interviewing from home and the benefits it can bring.

To help get you started, we’ve put together a step by step guide to adapting your process for the current climate.

Shift your mindset

Interviewing remotely may seem like the second-best option when face-to-face meetings aren’t possible due to busy schedules or, in this case, a public health crisis. As fitting as this attitude may have been in a time before video calls, we now have a range of tools to make remote screening a simple and seamless process.

The moment you start taking advantage of these tools, the moment you start to reap the rewards. Without the need for a face-to-face meeting, you can allow for flexibility in your schedule to screen the best candidates quickly and not miss out on talent due to a diary clash – and that’s not all.

As remote working becomes the norm, we expect candidate location to be far less of an influential factor in hiring decisions. Shifting your mindset in line with this standard is key to securing top talent in a new era of remote-first operations.

Evaluate your current process

Before you make the leap, it’s wise to take stock and evaluate your current hiring strategy. Can each step be completed without face to face contact? Do certain stages in the current process 100% require a candidate to be present in person?

Upon evaluation, you may find that these stages can be adapted to accommodate – this might also be a chance to remove or simplify stages that have historically caused early dropout and find new ways to engage your candidates throughout the process.

Ensure clarity for everyone

Taking your hiring process online calls for formal comms that provide clarity for everyone involved. If you don’t have a remote working policy in place, now is the time to create, formalise and share both internally and externally. The more information you can give your candidates ahead of time, the better – that way, they know what to expect and can prepare adequately for their interview.

We have always flown the flag for accessibility in the hiring process, and believe that clarity and flexibility are both critical in giving all candidates – no matter their age, race, background or cognitive style – the best chance in landing the job.

Get the right set up in place

Adapting your hiring strategy to account for the current circumstances and, in all likelihood, a new era, requires businesses to have the right technology in place. The ability to share screens and present can make a huge difference, so choosing software that allows for these is essential for keeping the process smooth and hassle-free for both parties.

With the right software and communication tools in place, you can ensure an engaging experience that keeps your candidates in the loop with the latest decisions.

Integrate the new team member digitally

Once you’ve decided to take someone on board, it’s as important as ever to integrate them into the team. This can seem difficult in the absence of an office, but there are plenty of digital tools that can help. For example, make sure they join all team meetings as you check in with each other at the beginning and end of the day, as well as add them to any informal team channels on Slack or an equivalent.

Equally, it’s worth engaging them on your company’s social channels by announcing their joining on LinkedIn or twitter, and asking the wider team to follow their personal accounts. With a process like this in place, your new hire should soon feel like part of the team and wider culture of your business!

Seek feedback on the process

Even with preparation, there will naturally be a bedding-in period in which key stakeholders adjust to the new process. During this time, collecting feedback will be imperative to making the tweaks that enhance the interview process and improve efficiency.

As well as asking candidates for their thoughts, give line managers and recruiters a chance to provide honest feedback on the recruitment process from their perspective. They will undoubtedly have suggestions from initial pain points that arise in the early stages of deployment – the best way to iron this out is to encourage contribution in improving the process for everyone.

At Futureheads, we’re firm believers that digital technology coupled with the right attitude can help make the hiring process more accessible for everyone. While the impact of the coronavirus has been unprecedented, businesses are now in a position to ensure candidates can still put themselves forward for exciting new roles.


Should you need further advice or assistance in planning for remote interviews, we’ll be more than happy to help.



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