The health emergency now seems decidedly behind us, and the long weeks of lockdown are starting to become a thing of the past. Undoubtedly, however, the Coronavirus emergency has in many cases significantly changed the way we work, in many different sectors. The necessary measures of social distancing have in fact forced the various realities to adopt new approaches and new techniques, to avoid displacements and contacts. Hence, in the spring of 2020, even companies that had never faced remote recruitment often found themselves having to organize online interviews, clashing with what is now defined as a “telematic candidate”.

But how can you effectively manage hiring remotely? How to actually verify the skills, attitudes and behavior of an online candidate, without the classic face-to-face interview at the same table? Undoubtedly, for experienced head hunters and for the best recruiters, the face-to-face interview remains the best way to analyze the various candidates in depth, taking into consideration not only their actual answers, but also the paraverbal and non-verbal language.

This does not mean, however, that once the health emergency has returned, one must necessarily forget about remote recruitment. Absolutely not, also because the lockdown has shown how home working and remote working in general can be effective and even convenient. Hence, remote hiring could be useful for cutting costs, to be able to consider a wider range of candidates, as well as obviously to hire geographically distant candidates, who will perhaps continue to work remotely. Before seeing how to best choose among telematic candidates, it is therefore worth highlighting some of the main advantages of hiring remote workers, who will therefore normally work away from the company headquarters.

Why hire remote workers

Smart working, home working and remote work have been officially cleared of the Coronavirus emergency. Even companies that would never have dreamed of experimenting with agile work have in fact found themselves starting different forms of collaboration remotely and, in most cases, discovering the advantages. In fact, reality has confirmed what the studies have been saying for some time: the collaborator who works remotely is more productive. It is in fact a person who can organize his working week with greater flexibility, without being bound to company schedules, in order to give his best. But that’s not all: remote work also allows the company to save money, which has lower expenses related to workspaces, the cost of devices, buildings and so on. With remote work delays due to traffic are then canceled, as well as costs related to transfers. And again: numbers in hand, remote workers on average have considerably fewer sick days.

Managing hiring remotely: our advice

In recent months, many candidates have been hired without any physical meeting, neither with the headhunter, nor with the company. Undoubtedly, in the coming months we will return in most cases to the classic face-to-face interviews; in many cases, however, remote hiring will continue to be exploited. Here are some tips to effectively select the best of telematic candidates, without making the recruiting process less effective.

Giving clear instructions to the telematic candidate: when a company or a personnel selection agency is preparing to face remote recruitment, the first thought goes to the organization of the audio and video equipment through which to carry out the interviews remotely. Immediately afterwards, however, it is good to worry about the other pole of communication, and therefore about the candidates: when contacting candidates to schedule an online interview, it is therefore good to clearly indicate how the interview will take place, giving precise information about the platform. for video calls that will be used and so on, taking into account any limits given by the platform itself and by the various ones

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