How to vet for the Right Employee in a Work-From-Home World

How to Communicate with Parents, Students, and Colleagues (The Easy Way!)

While remote assessments and video interviewing are not new tendencies by any means, the new coronavirus’ lockdown realities have led companies to harness them and create a recruiting process that is virtual from beginning to end. They are embracing the time and cost savings that the new processes have brought. Hybrid hiring that combines in-person and virtual components is set to become the new norm, just like a hybrid workforce of remote and onsite employees has become standard.

Hiring has become more and more challenging and often requires the assistance of a recruitment service that will run a professional background check.Many sectors are characterized by cutthroat competition for top candidates, which is why it is a good idea to begin vetting passive applicants with harmonizing skills. Job security is a priority for employees on today’s tumultuous market. They are generally unwilling to abandon a permanent job position in favor of a temporary offer.

Out with Perfection, in With Potential

There’s no such thing as the perfect candidate. While it’s best to hire someone who has all the skills you’re looking for, finding them is not very likely. You’re making your search too stressful if you’ve been neglecting qualified applicants because they don’t have absolutely everything you’re after.

Employers tend to hone in on hard skills. In our new reality of remote work, they need to consider candidates who demonstrate soft skills and will make a positive contribution to workplace culture. These skills can help improve the overall performance of the team and organization in general. Lacking a certain skill now shouldn’t be decisive to an employment decision. It may be possible to train for this skill in the future. After all, learning is a lifelong process. Getting a degree does not end it. The same applies to the people who are involved in the recruitment process.

Screening Candidates

You can start running background checks and shortlisting the best applicants once you build an extensive library of them. Companies can optimize screening by looking at basic qualifications and then choosing applicants with preferred traits. Hiring managers could instruct their HR staff to shortlist both the candidates with minimum necessary qualifications and those with ideal credentials.

The resume alone won’t tell you everything. You will discuss any questions or potential issues during the interviews. A background check can help make sure your applicant doesn’t have a history of misconduct or a criminal record, is who he says he is and possesses the skills and credentials he claims to. Employment and education verification is a critical component of any screening. 

Be Creative

Asking an applicant why you should hire them and why they want to work for the company is a fossilized recruitment tactic. Your questions should be aimed at revealing character and the potential for innovation. Ask them how they adapt to changes in the respective sector or industry and what excites them the most about their current job. Some interesting questions: What was a successful company that’s no longer in business and why? What could they have done better? What do you think went wrong?

Ask them to describe the perfect workplace and company culture for them. Inquire into the details of a successful project that they were once part of. 

Prepare for the Future

You need to vet applicants for the long haul if your business relies on excellent skills. By emphasizing your candidate’s ability to grow and innovate, you’re future-proofing them, in a way. Your employees will contribute to business scaling effectively if you develop prospects for the long run. You might offer entry-level position applicants 100% virtual recruitment, where they would never need to come in physically. On the other hand, applicants for executive positions will continue to undergo a more tailored recruitment process with some visits on location.

Address Challenges

Companies will have to decide when to use in-person and when to use virtual recruitment and refine their virtual processes. As they do, they will have to keep looking for ways to give technological systems a human face. It’s also important to use the advantages of face to face while continuing to leverage the efficiency and speed of virtual contact.

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