It won't have escaped your attention that the most significant alteration to the way we live, work, and recruit has been the rise of remote and virtual interactions.

Zoom interviews became a 'thing', with some companies hiring and onboarding entirely remotely – a concept that would have been hard to believe before the words COVID-19 and lockdown were part of our vocabulary.

In a short space of time, businesses, candidates, and recruitment companies have gone from being sceptical of remote communications to carrying out much of our day entirely on Zoom, MS Teams, Skype and using virtual messaging tools.

Virtual and remote communications and recruitment came of age in 2020, and has continued beyond.

But with such a huge part of recruitment hinging on the 'connection' between the hiring manager and the candidate – how can you make remote recruitment work for your business?

You might be dubious that a remote recruitment process can return the same quality results as a face-to-face interview. The thing with video and virtual recruitment is that it is still such a new concept.

Businesses need time to adjust, see the benefits, and then work out what works for them when incorporating remote recruitment into a hiring strategy.

I am not suggesting that everyone reading this switch to 100% remote recruitment – that would not work. It is about striking the right balance and utilising these tools in a way that works for you.

One benefit of using video interviews in your hiring process is the increased number of candidates you can interview thanks to the time-saving element of jumping on a video interview.

Video has made the recruitment process more of a two-way meeting. Before, the (often nervous) candidate would arrive at their employer-to-be's office, and the scales seemed tipped in one direction.

Remote recruitment means there is a more even playing field thanks to Zoom and Skype. There is a good chance that in a video interview, the candidate and the hiring manager will catch a glimpse into each other's homes – this can be beneficial for both parties. It is a fact that candidates perform better when they are relaxed, which the video interview situation provides. A 2020 study by JDP, a company which aims to protect employee and organisational welfare, found that 93% of candidates admit to experiencing interview anxiety – but being in the surrounding of our own home automatically makes candidates more relaxed.

Remote recruitment – it is here to stay in various forms, so it is an idea to continually improve your virtual interview and onboarding skills.


Can We Help?

We have placed and filled over 100,000 temp and permanent assignments over the last 30 years so have a range of techniques, ideas and platforms which could help you. Why not call us on 0113 367 2880 to have a conversation with one of our team. Alternatively drop us an email here or check out our Testimonials and Case Studies.



About the Author: Mark Woffenden

Mark Woffenden is a Director at Lucy Walker Recruitment and has an extensive knowledge of the issues and workings of the West Yorkshire and Greater Manchester Commercial markets developed over the last 20 years in the Industry