The hiring process as we know it has changed quite dramatically, with many of us now working remotely. An entirely online hiring process can be a mixed bag, whether it be for contract or permanent roles. While online sourcing and initial contact with candidates is perfectly suited, the experience usually moves to in-person when a candidate makes it further down the funnel. If this is not possible, how can you ensure that the candidate still has a good experience, still gets a feeling for the culture of your company and, crucially, will still want to work for you?

If you need the experience of your candidate to be completely remote but awesome at the same, we’ve covered you with these eight easily actionable steps.

1. Nail the Basics 

A poorly run interview can put off candidates at the best of times. Lack of preparation and poor organisation, when you conduct video interviews, is all the more apparent. Your candidate will expect you to lead the interview, whether confident or nervous, and as such, you should be prepared to. Be sure of your role, and trust in it.

Know how your video equipment works, choose a neutral setting, have your questions ready beforehand. Remember also that you are their main point of contact. Be friendly and polite – don’t forget you’re the first person they associate with the company more than ever, so it’s crucial that you create the right impression.

2. Prepare your candidate 

This is at the best of times a pretty important part of the hiring process, but it is especially important to prepare your candidate when the hiring process is completely remote. While the recruitment industry is swinging between freezes and high-volume hiring, it’s important to let any candidates exactly what they can expect.

Give your candidates everything they need to help make the best impression – let them know what tools you are going to use, and share advice on how to get good lighting and environment setup. Make sure they know what to expect in terms of who they’re going to be talking to, what the dress code is, and what kinds of questions you might ask. 

Taking the time to help candidates with this will not only help all involved to go more smoothly, it will also show the candidate that you are invested in their success.

3. Prepare your interviewers 

If your candidates are not used to video interviews, don’t forget that there is also a good chance that your interview panel will not. Make sure they adhere to the best practises that you have talked to your candidates about. 

We would also recommend that you hold a quick meeting with them via video conferencing to run through your setup and find a preventive solution to any problems they may have. It’s definitely worth running through some of the basics as well-smiles and facial signs are important, the backdrop should be neutral and it’s essential to be dressed properly.

4. Share your culture in creative ways

You can’t introduce your candidate to Sarah playing table tennis breakout area, Kevin by the computer, or Jenny making a coffee to share your culture in new, creative ways. And as for tour of the office? Out of the window.

While you might be forgiven for thinking these are all just nice things, small introductions and showing off the office all help to paint your candidate’s image of your company culture. A candidate is going to apply for a role, but get excited about the culture, so it’s important to demonstrate that differently.

Share it if you have a team Instagram account. Have you interviewed any of your employees in articles you could send over? What is the press coverage about your company out there? What about the office and employee video content, or podcasts and webinars? If you don’t have anything pre-made, why not ask your employees to send you any photos or videos of team events or activities they’ve taken. Anything that helps your candidate get a feel for your office’s personality beyond the role itself.

5. Make time for small conversation!

It’s very easy to forget about the small talk when digital meetings are scheduled to the minute. In reality, you would be showing people around, casually chatting and introducing people. Not only does this showcase your culture, but it also helps your candidates to help if and when they join your business. Take the time to talk to them, both on a human and professional level.

6. Provide feedback to unsuccessful candidates 

Each candidate deserves a great experience, regardless of whether or not they were successful. Consider giving constructive feedback to the candidates you are not hiring, if possible.

Research from LinkedIn shows that after an interview 94 per cent of candidates want to receive feedback. If you can, give them tips to help them improve, or propose skills they might develop. This means the experience is still valuable to them, although not exactly in the way they initially wanted it.

7. Make your onboard experience as smooth as possible 

Once you offer them the role, good candidate experience doesn’t stop! Consider what your new hire will need to do their job efficiently, conveniently and successfully for onboarding. Even if that is a temporary measure, getting it right is important. Make sure they have everything they need to work efficiently from home, set up some introductory calls with key team members and, most importantly, communicate with them. 

Fulcrum can help you adjust, improve and fine-tune your hire process. Learn more about how we can help businesses find, hire and develop the best talent.