For a minority of departments, working from the comfort of home has long been part of everyday life. But new circumstances now call for new approaches — and not only for applicants. Remote recruiting is paving the way for modern, digitalized, future-oriented companies. Digital talent acquisition need not come at the expense of quality; on the contrary, it opens up real advantages and, far removed from any crisis, new and better recruiting measures.
Remote Recruiting: Digital Instead of Analog
From applications and interviews to trial work days — by investing in the right technical equipment, a company that wants to be seen as modern and up to date can reach new heights. Because the investment pays off: recruiting becomes leaner, more targeted, location-independent and international. And since applicants no longer have to travel long distances, costs are saved as well — which also improves your carbon footprint.
The Right Software Gives You Wings
Ideally, choose software that brings recruiting and HR management together under one roof. Solutions such as Personio or Softgarden give the HR unit every option for collaboration. Once all required processes can be mapped digitally, home recruiting can begin. This not only saves working time but also streamlines coordination processes. However, the switch from analog to digital should not be rushed; it should be carefully planned. Define clear goals and requirements:
“How can a digital assessment center and the application process (for companies and applicants) be made as simple as possible?”
Keep in mind that internal and, above all, external communication are crucial to bringing along those who may still champion the ‘traditional’ application process.
Yesterday’s Paperwork, Tomorrow’s Recruiting
For a company’s employer brand, it is essential to embrace the new digital world — especially since younger generations see social networks such as Instagram, TikTok or LinkedIn as their application platforms of choice. Remote recruiting removes barriers and should speed up the application process rather than slow it down. Potential applicants may drop out, for example, if communication drags on or if complicated software installations are required for video calls. Tomorrow’s applicant may submit a lean application with a link to relevant work samples — and deserves the same consideration in the application process as someone with a classic, detailed résumé.
Zoom and Co. Instead of Face-to-Face
Alongside Skype, the most widely used video calling service, other providers with specific advantages are currently thriving. The open-source software Jitsi is a free tool that works in the browser or on mobile without sign-up or registration, making job interviews particularly easy. The app Zoom is also on everyone’s lips: it delivers high-resolution video conferences with up to one hundred participants and, thanks to a digital whiteboard and recording function, is used primarily by schools and universities. For companies, however, the video recruiting platform Cammio is probably more interesting: in addition to live interviews with multiple participants, it enables asynchronous interviews via a recording function, which also lets you review the conversation afterward. Instead of a résumé, candidates can create a video pitch — easier for the applicant, more meaningful for the company. Which tool is right ultimately depends on the company’s requirements. In the end, several recruiting solutions can help you become a company with tomorrow’s digital presence today.
Shine with Confidence in Video Interviews
As a forward-thinking company, you need to have the right technology under control. As always, only practice and good preparation separate the professional from the amateur. The tool you use should always be up to date. A test run beforehand is indispensable, including checking that the microphone, speakers and camera work properly. For optimal eye contact, the camera should ideally be placed at eye level. Eliminate all sources of disruption: your laptop should be sufficiently charged — or better yet, plugged in — cell phones and landlines should be muted and, if desired, a second monitor can be added so you can view the application documents at the same time. It is equally essential to show yourself in a ‘good light.’ A light source behind the camera is recommended. A neutral background is also preferable to glass or mirrored surfaces to avoid reflections. Last but not least, don’t neglect the dress code. Even if home recruiting comes with more comfort, that shouldn’t extend to every area of life: a well-groomed appearance à la business attire is still expected.
In the end, it’s all a matter of perspective: a crisis doesn’t necessarily mean destruction — it can serve as the impetus for a digital rethink. Home recruiting offers numerous advantages even outside times of crisis and should not be seen as a distant vision for modern, digitalized companies — not as an alternative, but as the new Plan A.