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In April 2020, during the COVID-19 pandemic, the world as we know it shut down. It triggered one of the worst job crises since the Great Depression. Countries had to step up and do everything they could to stop this job crisis from becoming a social crisis.
Between 2019 and 2021, the number of people primarily working from home tripled from 5.7% (about 9 million people) to 17.9% (27.6 million people), according to the 2021 American Community Survey (ACS).
As many companies have transitioned to a remote or hybrid work environment, some elements of the hiring process have moved online. Recruiters seek creative ways to improve their candidates’ experience— all from their home office.
Communicate Clearly & Frequently
Frequent communication is one of the most important aspects of a positive remote candidate experience. Candidates must know what to expect, how to prepare, and who they can contact at any stage of the hiring process.
Channels such as email, phone, video, and chat help candidates and companies provide feedback and update candidates already in the process.
For some candidates, video interviewing may be unfamiliar or uncomfortable, so sharing advice or resources is essential to help ease their anxieties. This can be as simple as sending an email with a few pointers, such as what equipment they’ll need, what to wear, and what kind of questions they will be asked.
Additionally, companies should update their FAQ page with additional material reflecting remote work options and return-to-office plans. This step will go a long way in improving candidates’ experience and putting their minds at ease.
Use the Right Tools & Platforms
Remote interviews can be challenging, especially when assessing candidates’ nonverbal communication. Companies must improve the remote candidate experience by using technology to facilitate remote interviews, including video conferencing tools, virtual whiteboards, and collaborative workspaces.
Another challenge of remote hiring is ensuring that the screening and assessment process is fair and consistent for all candidates, regardless of their location, time zone, or communication preferences.
Companies can improve this candidate experience by standardizing their screening and assessment process using technology tools that help eliminate bias and measure relevant skills. For example, video interviewing platforms, online assessment tools, or gamified tests can provide structured and objective ways to evaluate candidates.
How Companies Are Improving the Remote Candidate Experience
The remote candidate experience starts when the candidate applies. One company, Erie Insurance, has a blog with tips on getting started in the industry, writing a solid application, and more.
Additionally, Constellation Pharmaceuticals, a clinical-stage biopharmaceutical company based in Cambridge, Massachusetts, sends its office tour video to candidates before their remote interview. The video highlights team members as the camera passes, letting candidates know who they are and what they do.
Lastly, Talent Select AI goes far beyond traditional psychometric testing, providing a holistic view of the candidate – from proactiveness and leadership to writing and presentation skills to empathy and grit.
The company’s complete candidate assessments include all the Big Five and Great Eight personality traits and our proprietary personality and skill measures.
Most importantly, Talent Select AI doesn’t require testing, gamification, or other additional tasks for the hiring manager to administer or for the applicant to complete. The comprehensive candidate assessments are generated directly from the job interview, significantly reducing hiring time while improving the hiring experience for HR staff and new-hire candidates.
“Talent Select AI accurately measures traits that are important and useful variables for hiring selectors — attributes that research has shown to correlate with workplace performance,” Michael Campion, Ph.D., Herman C. Krannert, Distinguished Professor of Management, said in a recent interview.
