To Zoom or not to Zoom

To Zoom or not to Zoom?

With the candidate market as it is at the moment (I.e. more jobs than interested applicants) and with the onset of Covid how we recruit has changed. This poses the question of “To Zoom or not to Zoom? “

(TEAMS/SKYPE and other providers are also available).

In a period where a lot of interaction has moved on line including interviews we’ve looked at the pro’s and con’s.

ADVANTAGES

Scheduling just became a whole lot easier.
Quicker to get someone into interview.
No need to book that big interview room seemingly months in advance
Candidates don’t necessarily need to book time off and can fit in easier when WFH or at the beginning/end of the day
No travel expenses requested/claimed
Still get to see people face to face

DISADVANTAGES

Candidate doesn’t get to necessarily see wider team
Do not get to look around site
Easy to jump on a zoom call without full commitment to role that travel and time off may actually command
Not quite the same as in person
Somewhat depends on quality of technology/wifi etc

THINGS TO THINK ABOUT

How are you selling the company? Are you giving enough of a view of you?
How can you provide an overview of facilities onsite or what you offer remote workers?
Have you given candidates enough information just via a zoom call to make an informed choice?
How can you introduce and show the wider team and key stakeholders?

WAYS TO IMPROVE ZOOM INTERVIEW PROCESS

Send a video of the office space that candidates can look over prior to or after interview. if you have embraced fully remote share how you develop team cohesion and social aspects of a job
Share documents / videos outlining the team and who does what
Highlight testimonials from recent starters
Make sure you have mapped out employee journey and revisit this often looking at what can be improved