World of Online Recruitment
Author: Kate Earnshaw, Senior HR Business Partner (Consultancy)
Although due to recent events, many aspects of how we work have needed to change, some things will always remain the same, and recruitment is one of those areas. We still need talented people to work for us, we still need to fill vacant positions and we still need to ensure that we are recruiting people safely and in line with the law and legislation.
There has been no change to teacher resignation dates. You will still need temporary cover for that member of staff starting their maternity leave soon. Staff will still wish to retire and stick to the plans they’ve had in the making for many years – lockdown or no lockdown.
So how do you go about filling that post whilst ensuring you keep yourself, the panel and the potential candidates safe and comfortable? Also, aside from the safety of everyone involved, how do you ensure you don’t inadvertently breach employment legislation? Where do you even start?
The PACT HR Consultancy team regularly work with schools and academies to effectively recruit new members of their leadership teams and we have provided here some things to consider if you are preparing to interview prospective candidates remotely. These will ensure that the process runs smoothly, candidates receive the same quality experience and feel excited about the prospect of working for you and your organisation.
Plan in Advance
Interviewing has always involved planning. Finding a room, sorting a suitable (and available!) panel, setting questions, inviting delegates… the list goes on. Most of these requirements still exist even though the candidate won’t actually set foot into the building.
You will still need to identify who is going to conduct the interview. This will depend greatly on how you chose to approach the interview in the first place. Telephone interview? Online interview? One-way video interview? Written submission? Multi-event interview? Regardless of the chosen format; there are some important pointers to remember across them all:
You will still need to ensure that everyone involved has a suitable location to hold the interview. What makes a location suitable?
Know your tech!
Whichever platform and approach you chose, you need to be flexible and prepared for a candidate to not have access; or at least require support setting this up.
When inviting candidate to their interview slot you should explain clearly how the event is going to work, walk-through everything as if you were the candidate and test the system will run smoothly.
Give yourself plenty of time. This means time after shortlisting in order to prepare for interviewing; more time that you expect you will need for the interview to allow for any issues such as dropped connections, muted microphones etc; and time between each candidate in case you over-run or simply need a comfort break.
Don’t get stuck, we are here to help. If you want advice or support on the different options available to you when interviewing, please contact the PACT HR Consultancy Team on 07970 181138 or email email@example.com
- For part two of our series of articles, 'The New World of Online Recruitment', read here.
- For part three of our series of articles, 'The New World of Online Recruitment', read here.
- For part four of our series of articles, 'The New World of Online Recruitment', read here.