As many businesses have transitioned to remote workplaces and processes, they haven’t had much chance to incorporate their recruiting efforts to a virtual environment as perhaps recommended for better success. Especially as businesses re-open and recover, many are looking to rehire employees.
From applicant tracking and developing effective job descriptions, to conducting virtual interviews and remote onboarding, virtual recruiting has evolved post-COVID. To assist businesses in streamline their recruiting efforts, we have provided some best practices for recruiting remotely.
Applicant Tracking
An applicant tracking system (ATS) is essentially a resume database that includes recruiting and hiring tools for employers. ATSs help recruiters and hiring managers sift through thousands of resumes, improve candidate tracking and engagement, and remain in compliance with the Equal Employment Opportunity Commission (EEOC) standards. Almost all (99%) Fortune 500 businesses utilize an ATS (Jobscan).
ATSs typically provide the following functions:
— View applications
— Rank applications (i.e., based on how well a resume aligns with a job description)
— Keyword search
— Artificial intelligence (i.e., used to remove bias, customized algorithms to better decipher resume data)
Crafting Effective Job Postings
Crafting an effective job posting takes skill in balancing enough detail for candidates to understand the position requirement and the organization and being concise. A job description typically entails the job title, job summary, responsibilities and duties, qualifications and skills, and salary and benefits. To outline what should be included in those sections, please review our tips below:
— Job Title: Be concise. Use key phrases that accurately describe the role and cannot be easily misconstrued (i.e., using “Senior” instead of a numerical value like “IV”).
— Job Summary: This should be a confident, attention-grabbing section with a high-level overview of your company and position expectations. Include an exact job location to boost your job posting rank in job search results.
— Responsibilities and Duties: This section should detail the core responsibilities of the role, day-to-day happenings, and the position’s role within the organization.
— Qualifications and Skills: Qualifications are geared towards the hard skills learned through work experience, education, and certifications. Skills are more encompassing of soft skills, such as problem solving, critical thinking, and personality traits that align with your company culture. In 2018, an Indeed survey reported that 63% of candidates did not apply for a job because they were not provided the specific skillsets necessary in the job description (indeed).
— Salary and benefits: Did you know that in 2019, approximately 70% of candidates never or occasionally observed job descriptions that included salary expectations (indeed). With that being said, you should post a salary range for the position, at minimum. Adding salary and benefit information can also attract more qualified candidates. Additionally, with benefits being a popular recruiting point for most candidates, listing your benefits might encourage more candidates to apply.
Team of HR Support Specialists
Sometimes the best way to implement effective remote recruiting strategies is to consult with industry-leading experts like QBS. With a team of HR management specialists, QBS is able to offer resources, tools, and recruiting best practices for employers looking to transition to a remote process.
