Today’s work environment is entirely different from what many of us are accustomed to. One of the main challenges lies in the lack of human interaction. For Human Resources (HR) division employees and new hires, the virtual work environment creates a number of issues and challenges that can only be addressed with technology. HR representatives are still tasked with finding and screening new talent. The whole recruiting process can be extremely time-consuming and frustrating even for experienced individuals. HR is tasked with vetting and figuring out whether potential applicants would make a good fit for the company. This is an important, yet very difficult task which has become even more challenging in our current world. Sourcing and verifying applicants virtually and trying to provide a seamless experience continues to be an overlooked task. However, a number of softwares are now available to enterprises and small businesses who want to reduce the administrative burden on their HR department and still maintain the ability to discover and review new talent. Below is a carefully curated list of best practices and tools that HR professionals at any size company can benefit from implementing in a virtual workplace.
The first challenge that companies, more specifically HR teams, face is finding new talent. Even in a regular world, it is very difficult to find and then hire a pool of qualified candidates. Jobs are few and far between in today’s market, but those that are posted primarily exist on Job Boards. Some of the most popular include Indeed, ZipRecruiter, and Glassdoor. It is absolutely essential that companies list their available positions on one or all of these job boards. Many of these job boards are free to post on and only charge per click or extra for premium features. All companies, regardless of their size or industry, should take full advantage of these technologies to fill vacant positions. Making available jobs visible to as many people as possible is especially important now due to the wide number of talented individuals who are unemployed.
Another important avenue to identify new employees is through employee referrals. Referrals are arguably the best form of inbound recruitment. Referred individuals are cheaper and faster to hire, onboard faster, and will stay at their job longer on average than traditionally hired candidates. New technologies such as Teamable, Jazz HR, and Talentsoft allow for HR teams to track applicants, manage employee referrals, and other miscellaneous recruiting tasks. These software tools save companies countless hours of manual labor and tedious administrative tasks that could be easily automated.
Once qualified candidates are found, a number of steps still must be taken before they are even considered to join as full-time employees. For instance, this could include but is not limited to background checks, drug testing, reference checks, and pre-employment assessments. Not only must qualified talent pass baseline requirements to ensure honesty but increasingly, companies are requiring candidates to take assessments even before interviewing with the company. This is a very smart strategy as it reduces the administrative burden on HR teams to sort through more profiles from applicants who may not even be interested in the position. The only issue with job boards is that sometimes an excessive amount of candidates apply for positions leading to an overabundance of data. It is a good problem to have, but a problem nonetheless. All these candidates must be screened first, but including a pre-assessment exam ensures that only truly passionate and qualified candidates will move on to the next round. Some of the best reference, background, and drug checking software include Crosschq, GoodHire, IntelliCorp, and Paycom. Automating these processes by employing software tools saves your company unnecessary time and capital which could go to better use elsewhere in your business.
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