In remote recruitment, the smoothness of communication is crucial, as HR should optimize the online communication channel, while ensuring the accuracy of the conversation, remote recruitment, online recruitment will have a barrier that cannot be ignored, that is, it is not as direct as face-to-face, and the communication of information is prone to misjudgment.
For HR, remote recruitment may bring more risks, so it is often necessary to use online talent assessment to analyze candidates, so as to improve the efficiency of recruitment, ensure the quality of recruitment, and also bring a sense of rhythm to candidates, making the recruitment process more fluid.
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With the help of online talent assessment, you can also better understand the candidate's professional values, personality characteristics, potential advantages, which can greatly improve the recruitment efficiency and ensure the quality of recruitment.
Occupational personality test
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A detailed recruitment process should be developed
To ensure that remote recruitment is efficient and orderly, a detailed recruitment process is required, and the process should cover every step from job posting to final hiring, such as resume screening, online aptitude tests, job sample evaluation, and background checks, etc., each step must have a specific time node to ensure that the hiring team members can clarify their individual tasks and ensure that the entire recruitment process is in order.
Big 5 personality test
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Cartel 16 personality factors
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Enhance the online interactive experience
The biggest difference between remote recruitment and on-site recruitment is the participation and experience of job seekers, so how to improve the feeling of this aspect is a key aspect. Enterprises can hold online Q&A meetings, virtual job fairs or open days and other activities to give job seekers more opportunities to contact the company, more intuitively understand the corporate culture and job details, and gain an in-depth understanding of personal situation and job suitability, these interactive links can increase job seekers' understanding of the company, and can also allow companies to better evaluate the comprehensive ability, adaptability and development potential of job seekers, so as to screen out job seekers who are more suitable for the position.
Train a team of professional recruiters
Remote job fairs are more demanding on hiring teams, and companies must train them to improve their communication skills, interviewing skills, and talent assessment skills in a remote environment. After all, there is a certain difference between remote recruitment and on-site recruitment, and enterprises need to allow recruitment teams to flexibly use remote recruitment tools to conduct effective video interviews and complete remote recruitment tasks in a more professional and efficient manner.
Pay attention to security and privacy protection
Due to the particularity of remote recruitment, enterprises must protect the personal information of job seekers, which is a very important aspect, which also requires enterprises to take certain measures, such as encryption technology to protect data transmission, sign confidentiality agreements with job seekers, restrict the access rights of internal personnel to job seekers' information, etc., these measures can more effectively ensure that the information of job seekers is not leaked, strengthen the trust of job seekers in the enterprise, so as to ensure that remote recruitment can be carried out smoothly.