Recruiters in Hong Kong, the rest of Asia and indeed across the globe are still seeking to acquire or place talent despite the impact of COVID-19 and ongoing work-from-home arrangements.

Job placement has become a much trickier business – but their ways for talent acquisition specialists to beat the remote-working blues.

How to hire in this new remote/virtual environment? While it presents a whole set of challenges it’s still possible to achieve, says Kara Feller, principal consultant at talent acquisition firm, McGregor Boyall Associates.

Here are some handy tips on how to successfully hire talent remotely.

Be consistent in the recruitment process.

It’s essential to maintain high standards and a robust recruitment process.

  • Make clear arrangements on who is to be involved in the hiring process
  • Guarantee sure those involved in interview process have a firm grasp of the skills required for the role as well as an understanding of core business values
  • Ensure interviewers have a consistent assessment and questioning technique that can assess the applicant
  • Ensure everyone involved in the recruitment process has the technology to support virtual interviewing

Reduce risk

  • Extend probation periods. Some companies implement a longer probation period to minimise the risk on recruiting virtually and reduce the impact of what could be an longer time frame to get new employees up to speed
  • Remote on-boarding. Savvy organisations are posting out laptops and offering online inductions using Zoom or Microsoft Teams to run the programmes. Clients are also arranging virtual welcome drinks/lunches as part of a fruitful on-boarding experience
  • Effective communication. This is critical for both existing staff and new potential hires. A remote environment can be an isolating experience, and it can be easy to drift away from undertaking objectives. It is therefore essential to have both formal and informal communication check-ins on a frequent basis
  • Compliance/employment checks. It might be tempting to take a short cut in this area, but don’t. It’s essential when recruiting to still make sure the relevant employment checks are in place. It’s definitely not something you can get away with not doing.
  • Delayed start dates. This is a possible solution that can work effectively and ensure that you are in a position to hit the ground running once things return to relative normality. But it’s critical to build in touch points with the candidates in the interim period to make sure they remain engaged.

Parts of this article first appeared on the HR Grapevine website.