Online recruitment and selection of personnel: the keys to successful remote recruitment
The coronavirus pandemic has had a notable impact on the global labor market. Despite the difficulties that many businesses face for their survival, there are organizations that continue to look for new profiles and need the onboarding of new professionals. In this context, online recruitment and online staff selection will continue to play a very important role.
First of all, you should know that the recruitment and selection of staff are not the same. While it is true that these are two concepts that go hand in hand, there are some differences that should be kept in mind. Recruitment is the initial stage where interested candidates are drawn to work in the organization, then personnel selection techniques are applied to finally hire the ideal candidate. In short, these are two actions that are developed separately within the same action plan.
To get closer to these concepts in the current social but also digital framework, online recruitment, also called 2.0 recruitment or e-recruitment, is understood as the trend adopted by companies during an adequate selection of personnel. More technically, we could define it as the strategy for attracting and selecting candidates, based on the use of new technologies such as social networks, job portals or specialized platforms and sites, among other resources. .
We invited Desire Gmez and Marta Blasco, lecturers from the Master of HR in ESERP Business & Law School, to talk about the pros and cons of recruiting staff online.
Main advantages of online recruiting
Desire Gmez, Recruitment and Development Specialist at Puro Group, points out that “immediacy and ease” of interacting with potential candidates are the main benefits of recruiting people online. In addition, “it saves time and costs invested, as well as having a much more selective filter which makes it possible to shorten the search process and accelerate the obtaining of results”.
“The digital adaptation of recruitment allows access to a wider range of candidates and therefore to the greatest attraction of talent. In addition, it makes it possible to better manage the data of the various applications, to carry out massive and simultaneous evaluations, to group and analyze profiles more easily and even to use artificial intelligence to determine which are the most suitable, a priori, to the available position. »Gmez explains.
In the same vein, Marta Blasco, Director of Professional & Personnel and expert in HR and change management, affirms that it is profitable to “do the whole selection process without having to go to an office thanks to the tools that exist for recruitment, such as social networks, online interview tools and even online psycho-technical tests can be passed ”.
The potential dangers and drawbacks of recruiting online
It is not always easy to set up a 2.0 recruiting strategy from scratch, especially at the beginning, because you have to invest a lot of time to create a community of followers and to establish the good reputation of the company on the network. . For Desire Gmez, it is essential “to choose the sources of external recruitment where to publish the offers to reach the most suitable candidates, as well as to work on a good definition and to take care of the tone and the message transmitted on social networks, in adapting it to the profile of the candidate you wish to attract ”.
Regarding the personal part, with the selection of candidates online, as in the case of training, “the face to face is kind of lost”. In the words of Marta Blasco, “this can lead us to think that we are losing information about the candidate because we do not see him in front of us, but with the appropriate tools, and above all by developing active listening, he does not there is no reason to lose information. “. No less important are issues related to cybersecurity and the lack of protocols that, for example, ensure data privacy and protection.
Tips for remote recruitment
Distance contracts pose certain challenges that can be saved as long as the keys to creating a correct selection process are known. In this context, the HR and Change Management expert favors “having the right tools” such as: knowing how to manage LinkedIn and knowing how to connect with people; have a good videoconferencing tool; have a good camera, a good microphone and a good internet connection; give a good image and have developed certain digital skills and active listening.
Recruitment 2.0 is evolving dramatically, it is therefore necessary to be constantly updated in order to guarantee the effectiveness of its application at the business level. However, generally speaking, some of the main parameters to consider for success in selecting remote personnel, according to Desiree Gmez, could be:
Ensure that it is a good experience for both the recruiter and the candidate, thanks to a simple, intuitive procedure, adaptable to different formats (video CV, online interviews, etc.) and dynamic when obtaining results. The tools used must be responsive and ensure correct viewing across different devices, a crucial aspect especially considering that the highest percentage of applicants who apply do so via mobile. Ensure fluid, horizontal and agile communication, especially when communicating the candidate’s progress in the selection process and the final result.
Adapting human resources professionals in the era of COVID-19
The month of March marked a before and after in the evolution of the transition from the more traditional methodology of personnel selection to the almost complete digitization of selection processes in companies. The limits imposed, mainly in terms of mobility, in an attempt to contain the spread of infections by COVID-19, as Desire points out “forced us to adapt, in an accelerated manner, to e-recruitment, which was going strong. and he has come to stay, definitely, in our professional field ”.
This acceleration of online recruitment management poses significant challenges for both professionals and companies. For Marta Blasco, “HR departments had to move forward, go digital, start using new tools, new ways of doing things” and the pandemic was the key to achieving this. According to Desire Gmez, “companies which had chosen to digitize their recruitment systems before the coronavirus, will have responded more quickly and more effectively to the new situation”.
“Online recruitment requires the implementation of different technological tools and software which streamline and enable, in this case, the process of recruiting staff,” explains Gmez. “They are also necessary to maintain fluid communication throughout the process, remotely, both between the company and candidates and within the recruiting team itself and the company in general. “
Along with the above, once the hiring is closed, the supervision and management of remote work is also ensured through different Human Resources administration systems. “The agile and rapid adaptation of the work of professionals to this new digital age is essential to be able to meet the demands of the company, in terms of human resources, and to guarantee the success of the selection processes carried out taking into account the complicated situation. in which we find ourselves because of this pandemic, ”he adds.
Although Recruitment 2.0 is not yet fully disseminated in Spain, there are somewhat skeptical professionals who continue to opt for the use of more traditional selection methodologies, Gmez emphasizes that “this trend is less and less” the proof of its effectiveness and the “proven advantages it has in the short, medium and long term”, make it look like a more than successful investment.