Published: 12.10.2020
Author:Sonia Poziemska
Sonia Poziemska
Blog EWL

Recruitment of employees in remote mode

Recruitment of employees in remote mode – recruiting employees during the pandemic.

March 2020 forced many changes on companies. Wherever possible, employees were switched to the remote work mode or a hybrid model was introduced (e.g. remote and office weeks). Workplaces in offices and production halls were reorganised in order to maintain the highest possible safety standards. Meetings, conferences and training sessions were moved online. Recruitment is also carried out in the remote mode – both for specialist positions and blue collars. Will remote recruitment also take place after the pandemic? How do modern technologies allow us to improve the process of acquiring candidates? Read our article.

Online verification of candidates

The candidate has sent us their CV. Earlier, if the Candidate’s profile matched the job offer, we would arrange a meeting directly at our company headquarters. Recruitment meetings are aimed at checking several things. Firstly: the employee’s motivation to take up employment. Whether the candidate comes to the meeting is, in many cases, the first test of their willingness to accept the job offer. This is particularly important in recruitment for lower-level positions, when the offer is one of many available on the market. Is it possible to verify the employee’s motivation online? Of course it is. When recruiting employees in the remote mode, platforms such as Meet or Skype are more commonly used, which allows you to connect with a potential candidate and conduct a video interview and that is only slightly different from an offline meeting.

The digitisation of the recruitment process also allows the candidates to be informed on an ongoing basis about the status of their applications. Modern technologies enable to shorten the distance between the employer and the candidate. Potential employees are presented with videos presentingabout the place of work, scope of duties and rules applicable in the company already at the recruitment stage. This translates directly into a positive candidate experience and builds the employer’s brand without any expenditure on marketing and employer branding.

What is more, thanks to remote recruitment, various types of tests are being used more and more often, testing e.g. logical thinking skills, mathematical skills, perceptiveness or precision. Conducting online tests is cheaper, faster and more effective. There is no need to involve the recruiter, because the results are calculated by the system, and even several dozen candidates may approach the tasks at the same time. New tools and platforms supporting remote recruitment processes appear almost every day and companies which decide to use them do not only acquire employees effectively, but are also building a competitive advantage.

Sonia Poziemska