Attract remote candidates with transparency
Companies have found new, innovative ways to continue building great teams despite the coronavirus crisis. Although the majority of the interview process can be done remotely, in-person interviews carry a lot of weight for both the candidate and the recruiting team in order to ensure a good fit. This is especially true for in-office teams, as on-site interviews provide an opportunity to not only assess the candidate but also to build a relationship and determine if they are suitable for the role.
The two variants, remote or face-to-face, should not differ significantly. It was found in a survey that a main concern in remote interviews is getting a real understanding of the company culture.
Score with transparency and empathy
A candidate's excitement for the company is generally generated throughout the entire interview process. The company's classification and assessment is heavily based on the experience gained during the first part of the recruitment process.
In a recent survey of tech candidates by devjobs.at, 74% said they would be likely to accept a job offer without physically visiting the office if they had the right information from the interview. 73% said they would accept meeting future team members only via video call. Before an on-site interview, companies can provide insights such as photos of team offsites and videos of the office, as well as an overview of their interview process, so candidates can prepare accordingly. It is important to include relevant content about the company, its values, and ongoing initiatives in the conversation to excite candidates about the company culture and brand before they meet the team. The reality is that every interaction with a candidate is an opportunity to positively influence their likelihood of conversion.
Focus on building a relationship
Offering remote interviews on site gives candidates the opportunity to build a relationship with the team. Interviewers who leave their cameras on have a great opportunity to start the interview on an equal footing. Less than 15% of tech candidates surveyed said that video interviews are more stressful than personal interviews. With careful preparation, recruiting teams can give candidates a better understanding of the team and the requirements and spread the corporate culture virtually. Often, it is also the case that employees voluntarily agree to act as video testimonials for the company's career page, so that potential candidates can directly receive a comprehensive, holistic view of the employee experience from team members.
Another option is to schedule a 10-15 minute synchronization phase between the candidate and the recruiting manager in order to have a relaxed conversation, similar to an "elevator pitch" in the office.
Master the degree
It is similarly advisable to send a note of thanks to the recruiting team within 24 hours, as it is to send a note of thanks to the candidate within 48 hours, detailing next steps. This helps to quell expectations and ensures that the candidate is not lost in the pipeline.
If the team decides in the debrief that they want to take the next step with a candidate, it is valuable to collect feedback from the team - especially why they believe the candidate is a good fit for the team. Include this when conveying the offer to emphasize that candidates are not only valued by the HR manager, but also by the team.
The salary is the main factor (51%) when considering whether or not to accept a job offer, but 42% of tech talent also cited company culture and the opportunity to learn new skills (34%) as important deciding factors. In the end, a candidate's experience during the interview process and whether or not they see the role they are applying for as the next chapter in their career will play a big role in whether or not they accept a job offer - beyond just the salary.
