There is evidence that the pandemic has made many employees consider a career change, with research from Hooray Health and Protection showing that – compared to figures from pre-lockdown – 50% of workers are currently planning to look for a new job. This poses the question of how wide-scale recruitment will take place since the majority of office workers continue to work remotely.
Recruiters across the UK have been forced to rely on digital methods during lockdown, but this has raised concerns over how this impacts the candidate experience and onboarding process. With the reduction of in-person interviews and introduction days, recruiters have a monumental task of ensuring they provide the best possible experience for candidates as we continue to adapt to this ‘new normal’.
To aid recruiters in building strong candidate relationships and managing the onboarding process digitally, here are some tips on how to communicate effectively and provide support to interviewees through digital methods.
Maintain open communication with candidates
Candidates may be warier about how the recruitment process will work digitally, so it is crucial for each stage to be openly discussed with candidates so they understand what to expect. Digitised recruitment will require significant adaptation from how it was run before the pandemic and these changes should be effectively communicated to all parties involved.
Recruiters should consider offering in-depth tips to candidates to support them through the digitised recruitment process. This could be in the form of a blog series or FAQ page where advice is provided on preparing for video interviews, telephone calls or even tips for candidates for their first day of remote working with the new firm, which could be sent via email or SMS messaging.
Utilise the technology at your disposal
To make the entire remote recruitment process easier, recruiters should lean on the numerous digital tools which can automate the experience for candidates. Platforms such as on-demand video interview software can help streamline the hiring process, meaning less time is required from recruiters themselves when reviewing the candidate pool for each job role. These platforms also allow candidates to record their responses at a time that suits them, easing the pressure on nerves and removing the issue of scheduling a date which works for both parties.
To alleviate the additional admin which recruitment brings, businesses can use tools like SMS messaging. This allows for personalised job opportunities to be sent directly to the phones of candidates. For recruiters, this means they benefit from an open rate of 95% from the messages they are sending, and for candidates it means the entire process of job searching is simplified for them.
Ensure all messaging is updated
To ensure the recruitment process is as smooth as possible for candidates, businesses should focus on providing clear and consistent communication on the roles they are offering and their recruitment process. For example, if a live job advert was previously for an in-office role but this job can now be done remotely, this change should be documented on the website for candidates to see.
Any changes which recruiters have made to shift their interview process to suit a digital environment should be articulated to everyone involved. For instance, if the inability to conduct in-person interviews means additional video interviews or a phone interview step needs to be added, both employees and candidates should be aware of this. This will ensure a more consistent experience for candidates and recruiters themselves too.
Provide additional support
With the level of uncertainty which the pandemic has presented, proactive communication is key to providing candidates with a seamless experience. Recruiters should consider adding steps to their communication whereby they provide additional support to candidates during the interview and onboarding processes.
Sending encouraging tips and messages to candidates before their interview could significantly boost their confidence and mood, and give them a great impression of the business. Scheduling in calls to check in on candidates and how they are finding the process could also ensure any initial worries or issues are ironed out. This additional effort could make all the difference in creating a smooth transition to digital recruitment for candidates as we move forward in the coming months.
