Is your company currently experiencing a peak in activity? Do you want to recruit during a public health crisis? Videoconferencing, digital interviews, on-demand video, remote tests... Read our advice on how to adapt your online recruitment strategy.
Tools for online recruitment
Finding the right tool is essential to enable you to conduct your interview successfully. There are a number of free and paid online programs that allow you to conduct interviews remotely and give you the illusion of a real physical interview. Some examples include
- Free video, phone and messaging tools: Skype, WhatsApp, Google Meet (free if you already have a Google account)
- Collaborative platforms and applications (paid/free version): Zoom, Microsoft Teams (free for exchanges of 60 mins max), Slack
- Paid online conferencing software: Adobe Connect, GoToMeeting
These online video calling tools offer you a variety of features ranging from customising your camera background to perhaps displaying your company colours, to the ability to have your contact wait in a virtual waiting room.
Videoconference or on-demand video interview?
Telephone call, video conference, live chat, on-demand video... the means of communicating with your candidates are multiplying, and it is up to you to choose the one that best suits your recruitment method.
Live video remote interviewing
A better exchange
Do not underestimate the impact of image. You will find it easier to assess the other person's behaviour during a video conference interview. These more dynamic video exchanges allow you to interact more with the candidate, to analyse their live reactions and their personality.
Preparing your distance interview
Just like your candidate, your preparation before the interview is essential for the interview to go well. Here is our advice:
Familiarise yourself in advance with the tools and functionalities available for your remote interview.
- Test your equipment beforehand: a good internet connection, a working webcam and a microphone to avoid interference or poor sound quality.
- Also remember to go to a place where you are not likely to be interrupted by other people or other noise pollution.
- Share with your contact (e.g. appointment confirmation email), the date, time and connection link.
- Take a few minutes before the interview to log in, set up your webcam and turn on your microphone.
- Keep available notes, questions and your candidate's resume.
- To avoid any problems on the day, have another means of reaching your contact nearby (smartphone, tablet etc).
Find the right rhythm
At the beginning of the interview, first make sure that the connection is good, so that everyone is in the best possible position to proceed. Do not hesitate to start your interview as you would normally do in person. For example, start by explaining the interview to the future recruit to put them at ease before moving on to more technical questions.
The on-demand video interview
The on-demand video interview is a video recorded by the candidate themselves. As a recruiter you have access to this video at a later stage, so there is no direct exchange with the applicant.
The candidate is in a better frame of mind, less stressed and has the opportunity to showcase their autonomy, their ability to engage with the recruiter and capture an absent audience.
On-demand video allows you to be more flexible with your time. You can look at several candidate videos at any given time in your schedule. It is also a good way of integrating your HR staff into the recruitment process to discuss the selected profiles as a team.
... less interaction!
On-demand video is not sufficient on its own and is usually complemented by a live discussion. This second live interview will allow you to review the candidate's profile and background. You can then ask your questions so that you can focus more on the tasks and skills required for the job.
Test your candidates!
You now know your candidate a little better, as well as their background, previous experience, and so on. It's now time to assess and verify their skills.
A test adapted to their future assignments within your company will enable you to project the candidate into their future roles.This test highlights their way of organising themselves and prioritising actions. This will show you whether the candidate's profile fits the job or not.
The tests differ depending on the skills you wish to test. This could be an online multiple choice test, a test to be taken within a certain time frame and received a few days later, or a live test such as, for example, offering the future recruit the opportunity to continue the interview in French if a second language is required.
31% of recruiters offer tests to their future recruits in a work situation.
Integration from a distance?
Better management of your time, productivity and agility... the advantages of remote recruitment are numerous for the recruiter, but human contact remains paramount. How do you create and maintain a relationship with your new employees? Our Cooptalis HR experts share their advice on how to facilitate the remote induction of your recruits.