Coronavirus spreading all over the world, as this condition is troubling us Socially, economically, and emotionally. Hence, trusting the next normal would become essential, and getting used to new measures would be important. HR should admit that organization will stay working remotely. With this in mind, HR can well prepare for the upcoming development, how to conduct HR functions and procedures remotely.
Human resource management is going to be a powerful force for how we reconsider, reinvent, re-engineer, reform, and rejuvenate. We’ve seen how people truly are the most vital corporate assets.
In the recruitment ecosphere, remote interviewing will develop a common practice. Therefore, you can take this opportunity to develop the most impactful approach to conduct remote interviews and encourage this skill in the future.
Even Though we have continually been trained on how to conduct a face-to-face interview. We might lack knowledge about the tips and tricks of leading remote interviews in a crisis period as COVID-19.
There are some recommendations for the candidate and recruiter.
- It is very important to look professional, precise and prepared. So, get rid of the messy room, have ample lighting in your room, and inform family members that you won’t be accessible at a set time slot to avoid disturbance.
- Before starting the interview, you need to check the clarity of your voice through a microphone and the quality of the video in-camera and keep all the required documents ready with you. To make a remarkable impression soft skill plays an important role, so make sure.
- We need to be empathetic about the circumstances, some of us have been impacted more than others. However, you should ask how they feel about it, and when all goes well, then proceed…
- As we are not used to watching and talking in front of an unresponsive thing. So, prepare by speaking in front of the mirror. This way you can practice your communication skills (verbal & non-verbal) and adjust if it’s required.
- Formulate some standard interview questions and have a list of questions ready for the interviewer. It will help you to stay prepared and confident during the interview.
- Be attentive to how the crisis is impacting you and your loved one’s life. No One will force you to take an interview during such a tough time. So, don’t hesitate to call off or postpone, if required.
- As a candidate, you inquire how the organization is responding to the crisis. This will give you a core understanding of the organizational values.
- Need to have a very good understanding of what the position is? Need to understand what do they want in the position?
- You need to do your homework as much as you can. Sincerity is the key, So, the recruiter will understand you are sincere, not too polished. You have to demonstrate that you have done some homework on the company, that’s how we get to know somebody who is passionate about the company they work for.
FOR A RECRUITER
- It is essential to reassure the candidate about the crisis. Explain how your organization is taking action during the crisis. Be very transparent with the candidate as much as you can establish a trustful relationship.
- Remote interviews are tough to compare to face-to-face interviews. You can record the interview with the candidate’s consent. This will permit you to dedicate your undivided attention to the candidate. This will allow you to analyze and gather more details if you have missed them during the live interview.
- It’s crucial to understand how the candidate has been affected by the crisis. This gives you an idea of the candidate’s psychological conditions, but then the responsiveness of the candidate conveys his/her general attitude and ability to see the contingency of it.
- Ask a series of questions to reveal the truth in the candidate’s mind. Enquire a lot of questions about work history, projects, and performance management.
- Request them to take you through the resume, especially projects they have been a part of. What did they learn from the project? It is important to be specific. Sometimes a candidate will give you some vague answer and you need to demonstrate to be specific.
- You may go to the next step of describing the position that you have in the organization. Maybe introducing something which they do not realize is there.