Remote hiring is at an all-time high as businesses across the world continue to work from home, but what does that mean for the future of recruitment? We asked Talview’s Sanjoe Jose.
Sanjoe Jose is CEO of Talview, an AI-powered talent assessment provider he set up under the name Interview Master in 2013. In his role, he oversees new initiatives, product strategy and the company’s expansion into US and Indian markets.
As someone who is passionate about recruitment technology, he spoke to me about how remote working has impacted hiring processes and what it means for the future of HR.
Sanjoe Jose. Image: Talview
What are some of the hiring trends taking place across the world right now?
Right now, remote work has become the norm across organisations globally. The talent acquisition and recruitment departments in many of those organisations have also begun adopting the remote-hiring model fully.
We’re seeing tech-savvy companies continue their end-to-end recruitment processes online. From screening candidates to conducting assessments and interviews, everything is happening over digital channels.
The recruitment teams are realising the benefits of an online hiring process: reduced time to hire, minimised cost of operations, a superior candidate and recruiter experience, and more. Since these benefits are inherently associated with remote hiring, I think we’ll see organisations increasingly moving their recruitment processes online, even after everything goes back to ‘normal’.
How should companies and employers approach adopting remote-hiring practices long term?
I think this is the best time for organisations to move their recruitment processes online, especially as it is potentially easier to connect with candidates because nearly everyone is at home.
Candidates would also not mind having an extra job opportunity at hand during these times of uncertainty – hence, chances of them participating in your selection process are high.
Companies and their recruiters can readily start using online channels and dedicated recruitment automation software to source, screen, assess and interview candidates.
They can start using chatbots to invite and engage potential applicants on their website and social media, use resumé-screening tools in case the application volume is high, use online proctored assessments such as coding, aptitude, language and MCQ tests to gauge skills and competency levels of the candidates, and use video interviews to select the smartest and culturally fit candidates.
What are some things to avoid when looking towards adopting practices long term?
It is important that talent acquisition and recruitment teams familiarise themselves with the remote-hiring tools completely and utilise them to their full potential.
For instance, a digital-sourcing tool can help you create a pool of applicants and instead of finding new applicants every time, you can use the existing data to reach out to possibly available candidates.
Also, recruitment teams can make a habit of reviewing interview videos to ensure the selection process is bias free. Moreover, you can use the videos to train new members in your team.
Are there any specific tools or resources you’d recommend that will help?
For smaller companies that are just getting started with remote hiring, a limited or free video-conferencing solution such as Zoom, Skype or Google Hangouts can help you conduct interviews. Microsoft is even offering a subscription to Teams for free during this crisis to help businesses meet live and collaborate.
More advanced companies can look at comprehensive remote-hiring and recruitment-automation platforms to transform their complete hiring process.
