Under the influence of the epidemic, offline recruitment has become more difficult, and remote recruitment has become the only option for corporate HR interviews. What are the key elements of remote recruitment, and how to ensure the best results of online interviews?
In the "Anti-epidemic Series Live Broadcast" of Yunxuetang, Lv Shuhua, Recruitment Director of Liepin Group, shared the relevant knowledge and skills of remote recruitment with us, helping HR to recruit non-stop in an extraordinary period and continuously deliver outstanding talents for enterprises.
<h1 class="pgc-h-arrow-right" > re-examining remote recruitment interviews under the epidemic</h1>
Remote recruitment interviews are not the main reason
In the special period of the epidemic, remote recruitment interviews have become a necessary choice for enterprises to attract talents. For HR, in daily work, remote interviews and online recruitment interviews are actually not very high-frequency, mainstream interview methods, and I think there are the following reasons:
1. Technical factors
Technology here encompasses a wide range of technologies, such as communication technology, voice and video technology, and so on. In the 2G era when communication technology is not developed enough, HR wants to understand an interviewer, only through photos, resumes, or face-to-face communication, when the era develops to 3G, 4G, and now 5G, technology is more and more not a reason.
2. Equipment factor
Device refers to terminal devices, such as PC and mobile phones. The device belongs to the hardware problem, and its gradual intelligence can support us to do more things more and more.
3. Products or tools
Refers to the interview products and tools we are currently using, and whether their design can be better in line with the recruitment and the characteristics of the interview. For example, its design can fully display the information of enterprises and job seekers, and can conduct smooth interviews while retaining the entire interview process.
The push for remote recruitment in the 5G era
In addition to the passive part, there is also a very important part, that is, the arrival of the 5G era. 5G not only has a leap forward in speed, but also in terms of capacity, coverage, privacy, security, ethics, user experience, communication interaction, etc., which are unmatched by the previous generation of communication technology. 5G technically provides infrastructure guarantees for remote recruitment.
But whether we choose passively or actively accept, the epidemic has given us a better opportunity to re-examine and pay more attention to online recruitment interviews, because even if the epidemic passes, it is also important whether it can help our work more in the future.
<h1 class="pgc-h-arrow-right" > the scope scenario of the remote recruitment interview</h1>
Any use of technical means, especially mobile Internet means, new video technology, etc. to improve recruitment efficiency, and even use machines to replace manpower, these behaviors are remote recruitment interviews. So, how do we fully apply online tool products to do a good job in recruitment?
Scope scene
1. Live streaming
In extraordinary times, qualified companies can choose the way of live broadcasting to do corporate employer brand promotion, so that candidates can understand the company's brand and the company's recruitment needs through the online platform.
2. Online one-on-one, one-to-many video interviews
Online one-on-one, one-to-many video interviews are one way to go now. Enterprises can have their own text introduction, and even video and picture introduction, so that job seekers can fully understand the company profile; job seekers can also use short videos to show themselves more comprehensively
3. Online written test, assessment, back adjustment
This link is part of the evaluation phase of the recruitment process.
Online written tests, widely used in some large-scale school recruitment, civil servant recruitment, this process has a written test part, may include your intelligence, ability test.
Online assessment refers to the test of certain abilities of candidates, including some tests of personality and psychology, especially for the recruitment of some important positions or special positions.
Online back adjustment is generally used in some more critical and sensitive positions.
4. Aerial preaching sessions
When the epidemic affects the spring recruitment of enterprises, we must think about how to use the online tool platform to do aerial propaganda.
5.AI interview, human-computer interaction
In large-scale school recruitment, or a large number of people recruitment process, if all the use of artificial interview form, the efficiency will be very low, if the use of AI to capture the candidate's look or body language, and through the algorithm to make an evaluation, not only efficient, but also will be very effective for recognizing people.
6. Resume intelligent recommendation
Nowadays, many recruitment platforms will use intelligent recommendation methods, combined with the needs of enterprises, combined with the requirements of candidates, to make a match between the two sides, which is also achieved through algorithms.
The main advantages of online interviews
More flexible, more convenient and time-saving
Data retention: Better retention of interview data so that candidates' performance can be compared later;
Confidentiality: Better protect the privacy of interviewers
Online interview considerations
1. Abide by the time and prepare in advance
As an enterprise HR, it is best to write an online interview note to share with the business department to remind everyone to pay attention to the candidate's interview experience.
2. Equipment debugging in place
3. The environment is clean and well dressed
4. Concentrate and don't do things that have nothing to do with the interview.
<h1 class="pgc-h-arrow-right" > how to turn crisis into opportunity under the epidemic</h1>
Under the epidemic, recruitment managers must first meet a few points in their mentality:
1. To face the difficulties, do not stop the pace of recruitment
2. Grasp the good time to be an employer brand. A good company will not affect recruitment because of the epidemic, affect the experience of candidates.
3. Establish trust with business units and enhance the sense of value
In extraordinary times, if the company does have recruitment needs, HR should actively cooperate with the business department and help them provide recruitment tools, precautions, etc., which can also shape our professional image in the hearts of the business department and enhance their professional value.
Under the epidemic situation, corporate recruitment response strategies:
Take stock of the type, characteristics and quantity of recruited talents
HR should take the initiative to face the epidemic and see clearly the current situation of the enterprise, such as whether we have any needs? New, substituted or replaced? What kind of people are you trying to recruit? These people correspond to what kind of online interview recruitment tools, and then methodically move forward with the work.