Maximising Opportunities, Minimising Risks: Hiring Process

Maximising Opportunities, Minimising Risks: Hiring Process

 
Over the course of the next couple of weeks, we’re going to be sharing some advice you may find useful for maximising opportunities and minimising risks so that regardless of COVID-19, you can continue to hire top talent for your Block Management teams.
 
First up, interviewing.
 
If you’re currently in the middle of hiring for your team, regardless of COVID-19, you can continue with your hiring process. You could even use this as an opportunity to analyse your hiring process and implement new processes that you have yet to try. It’s time to evolve and make technology your friend!
 
You may want to remain open-minded when recruiting for your team over the next few months and test whether different methods of hiring could work for you, perhaps they may even result in being more effective than your current methods of recruiting. You may even find that you want to continue to use these even when we come out the other side.
 
Solution Number 1 – Telephone Interviews
 
A lot of employers already use telephone interviews as part of their hiring process. If you’re working from home or your employer has minimised the number of face to face meetings within the company, you could look to have initial conversations with potential candidates over the phone. You’ll still be able to identify whether candidates have the suitable experience and skill set for the position you’re recruiting for. You’re also still able to gauge their character as a person.
 
Solution Number 2 – Video Interview
 
If you prefer to “see” candidates when interviewing, you could hold a video interview. You could look to hold these through Zoom Meetings (https://zoom.us/) or through a WhatsApp video call for example. For many, this can feel the same as interviewing in person, just virtually! You also have the added bonus of being able to record these interviews (as long as you’ve got their permission) to be able to watch back or share with your colleagues – a benefit you don’t have when interviewing in person.
 
Solution Number 3 – Walking Meetings
 
If you’re minimising the number of face to face meetings or “outside visitors” to your offices, you may want to hold an interview following a walking meeting structure. You could arrange a meeting with a candidate in a nearby open space or park. There are a number of secondary benefits to conducting walking meetings as they are known to reduce stress levels and anxiety whilst welcoming creativity and open-mindedness. Given the fact a very small number of employers are doing this, it’s also a chance to adopt a stand-out hiring process.
 
Solution Number 4 – Testing
 
Some employers carry out tests as part of their interview process. Look at how you can make these accessible to candidates so they’re able to complete these from home / online. If your tests are more skill-based, you may want to look at the possibility of hiring for cultural fit instead and have candidates complete a profile test online. https://www.16personalities.com/free-personality-test and https://www.personalityperfect.com/ are good ones to use!
 
How you decide to conduct interviews and manage your hiring process moving forward will speak volumes for your employer branding. It’s a great opportunity to create a standout hiring process. You may find yourselves outside of your comfort zone when adopting new methods of recruitment and they say this is where you learn most. Bring awareness to how well these new methods of recruiting compare to what you’ve historically implemented and whether you’ve achieved better results. You may even find that your new process frees up more time for you to spend on other tasks that require your attention during the day.
 
You can still hire a candidate that meets your requirements and is the right cultural fit for your company without meeting them in person – and you can now allow yourself to try out different hiring methods to allow you to do so.
 
Written by Zoe Southwell, Client Development Manager. 
 
Let us know how you get on, we’re interested to know whether new methods work well for you!
 
If you’re after any more tips on how you’re able to continue to hire, please give us a call on 0203 900 0401.
 
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