Every business in the UK has had to adapt their hiring methods to meet the regulations of COVID-19, especially those within key industries like the downstream sector.
With the energy sector being a key component to the everyday functionality of life, like other key sectors, big changes have shifted the need to recruit, and unlike for some businesses, that need is still very much apparent.
Crucial parts of the workforce need to be managed to ensure there’s continued business flow by filling all necessary gaps.
But for this process to be successful, recruiters need to backseat their old and trusted hiring methods not suitable for the current climate.
So, revising methods to engage remote candidates through the recruitment and onboarding process is crucial.
To do this, it is key that hiring professionals learn and adapt to new technology to assist in tasks like sourcing, managing data and conducting interviews.
A simple aid in remote recruitment is video technology. Video can be used at each stage of a candidate’s journey from employment awareness to application processes through to onboarding.
When you have reached your candidates using your preferred sourcing methods, pre-recorded videos can be used for candidates to answer pre-requested questions distributed by the recruiter.
This permanent file can then be used and viewed by hiring managers repeatedly. As long as candidates have access to a webcam or a device with video conferencing capabilities, video interviewing closes the remote gap and will continue to be used to streamline and save time in shortlisting candidates.
To use this tool, make use of your current software solution, as some already have these features built-in, making the process easier with familiarity. If not, there are plenty of free online tools available like Zoom, Google Hangouts, Skype, and WhatsApp.
With the new reality of remote onboarding, companies should implement new solutions to ensure recruits still receive key information, training, and objectives needed for a smooth transition from candidate to employee.
For those working within the energy sector, connections are made on a global scale and technology like this can be used to retain and build on relationships including those between employees.
Remote recruits who do not know their colleagues, still need to be introduced to their team and the other key members of the organisation that they are not working directly with, as this is no longer happening organically. It is vital a recruit experiences a personalised onboarding process and using video technology does just that, puts a face to a name.
For those who are tech savvier, augmented reality (AR) can be used to scale remote training and onboarding by using it to give tutorials, office tours or showcase new company content.
Those within naturally tech-driven industries like the software sector will find these recruitment methods much easier to adapt to if they hadn’t already, but despite it being initially daunting, many of these methods can easily be implemented and will make a permanent shift in the way we recruit.
Using this technology will entice us to make further use of digital tools to not only change the way candidates digest content but, by providing us with the opportunity to further streamline future recruitment processes for both candidates and recruiters.
If you require support or advice on any area, please feel free to contact Rikin Suchak directly on 0115 786 0443 or email firstname.lastname@example.org.