Should companies stop hiring during the coronavirus pandemic? More and more companies are using this crisis in hiring new talents in their spare time they do have.

Coronavirus is continuing its course by spreading throughout 203 nations and territories in the world. It leaves many people numb without knowing what will happen next. Many employers think whether they all should suspend their hiring process until the virus has run its course.

Should companies stop hiring during the coronavirus pandemic?

If you also have any vacant chair, you can adopt the same process Google is using to fulfil its hiring needs. Do it virtually! At a time when online recruiting is getting adopted so heavily, this seems to be the most logical option, as most of the recruiting process is done via phone calls and e-mail communication. It helps recruit while avoiding human contact in the wake of the coronavirus. Here are a few tips for making your recruiting process solely online.

Should companies stop hiring during the coronavirus pandemic? The crisis is the right time to have a clear thought of the future. The spare time is the time to set the goals straight.

How to make online recruitment or remote recruitment?

• Candidate Outreach

Job fairs are a great source to top talent. But in this tough phase avoiding face-to-face communication isn’t suit well. So, online adopting options are the best route to travel. These days, more and more recruiters and hiring managers are turning to online methods. It let them to source and connect with potential candidates. Seeing as a vast majority of job seekers are online, that is your best bet for finding top talent. But where can you search for them?

Well. Start with social media, including LinkedIn, Facebook, and Twitter. They are the most popular social media platforms. If you tailor your messaging just right, you will be sourcing talent within no time! Get a few tips to start recruiting through social media:

• Set up a definite feed for job posts if you have many vacancies to fill.
• Utilise social media functions to get quick access to the application process.
• Ensure the people responsible for social media response are incredibly sharp when responding to candidate inquiries.
• Use hashtags to draw attention to the organisation when appropriate.
• Encourage your employees to be active on social media platforms. They can forward job openings to people in their network.
• Consider hosting online events to encourage candidate interaction with the organisation.
• Consider using the paid options offered by different social media platforms to host or boost a job post. It may include advertising or other specific job post functionalities.
• Ensure your social media pages are optimised to be found in search results.
• Use social media to seek out and proactively reach out to passive candidates.
• Utilise the data analytics tools that social media sites provide. It helps tailor your posts to garner more interaction.

Social media is the best platform for recruiters to hunt their target candidates.

• Conducting Interviews

After you have found the perfect candidates, the next comes interviewing them. Traditionally, most firms start with a phone screen, And if the person seems to fit the mould, he or she is called in for a face-to-face interview. But during this time, conducting in-person interviews may have your recruiters on edge. But with updated technology, it doesn’t have to be that way!

At first, people may be wondering whether candidates even want to conduct interviews virtually. But candidates are receptive to this method. Candidates really appreciate the opportunity to attend interview from a place that is convenient for them. There is a strong sense of appreciation from candidates when you show concern for their health, schedule or family situation. It doesn’t need to have a major disaster to implement virtual screening. They are always useful for an employer and the candidate.

Conducting virtual interviews doesn’t need too much technology, either. If you have a web camera on your computer, or your cell phone has Skype-like features, you can get the job done easily. And new technologies continue to appear in the online recruiting world.

• Get LinkedIn’s talent hub platform

LinkedIn is now allowing interviewing capabilities via its Talent Hub platform. This new benefit let users’ interview candidates at anytime, anywhere. Users can also access writing, coding speaking, and soft skills. And even check the authenticity of candidates through secure proctoring. Instead of evaluating candidates in-house, you can do everything online!

• Schedule interviews virtually

Apart from that, even scheduling interviews can be done virtually! No more playing phone tag. And no more waiting for a candidate to get out of office before calling you back to schedule an interview. Now applicants can access your calendar via Web-based applications to pick a time and date that works best for them.

If in case you want to dismiss the interview, you can also ask candidates to submit a project-based assessment. Instead of an interview, for some roles, it may be suitable to ask candidates to provide a completed project. The requirements will be created and detailed in advance by the hiring company. It shows the individual’s skills upfront and tells you a lot about the applicant by how he or she approaches the entire project.

• Head straight for assessment

One last strategy to try is to scrap the interview again and head straight for the assessment portion of the recruiting process. This step may or may not oppose the need for an in-person interview. But the idea is to shake up the hiring process by going to assessment testing promptly rather than waiting until you have an applicant (or shortlist) in mind.

This stage may involve skills-based tests, logic tests, behavioural tests, personality tests, etc. The potential benefit here is that you may discover there are more potential candidates for the role than it would have thought. Some candidate may excel at the necessary assessments, even though those same people may have been overlooked if the traditional hiring path had been followed.

While coronavirus fears continue to plague all over the world, it’s time to start looking into technology-based aspects of the recruiting process. As the world frequently becomes reliant on technology, you will at least be ahead of the curve when we all go fully digital!

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