Hiring Remotely Is The New Reality. Here’s How To Do It With Speed

from Fast Company

In some ways, growing businesses are akin to children: They will go through periods of rapid and transformative growth spurts. Short times of accelerated sales and growing customer bases are often accompanied by growing pains, during which the business must get accustomed to a new pace. While these periods are exciting, as they are typically a sign of success, it is also extremely challenging because that success will only last as long as you’re able to adequately support it.

During such periods of growth, an expanded team is a critical component to sustaining and supporting new demand. In a “chicken or the egg” scenario, it’s important to have a strong team to support the hiring, onboarding and training of new employees. In fact, some studies show that the cost to find, hire, and onboard a new employee can reach as high as $240,000. The cost of making the wrong hire is detrimental to your bottom line—and that doesn’t account for a loss in productivity.

With the onset of COVID-19, many businesses are forced  to work remotely, adding an extra hurdle to this already challenging process. In our company’s case, we were looking to scale up our team as our business grew to meet the necessary demand of supporting access to medication across the country, no matter a patient’s pharmacy or location. To accomplish that, we needed extra support. Here’s how we tackled this problem at the onset of the pandemic, ultimately creating a more efficient and seamless process for our hiring initiatives.

More here.

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15 Comments

  1. In my initial reaction to this article, I was surprised to read how much it costs to find, hire, and onboard new employees. I never realized how costly the hiring process was. The article explains the importance of the incorporation of technology in the workplace to accommodate the current pandemic. It mentions websites like LinkedIn and how they can be helpful to hiring managers now, however, this application was widely used before the pandemic as well. I think a lot of what we are seeing right now is the broader application of technologies that have already come out. For example, LinkedIn, as well as Microsoft Teams at Seton Hall, on a smaller scale. SHU already had teams on students’ and faculty’s laptops before the pandemic, however, now we are using what has been available to us for a while to better the current circumstances. One problem that arises from this is the expectation that both the recruiters and employees have these resources available. The pandemic has shown us a lot especially in regard to what we are lucky to have.

    For businesses, a repeatable system is crucial when hiring new employees. An example of this could be having the interviewees submit their resumes, and then the company would have a software that would block the name, age, and home location, so the only thing the recruiter would see is the credentials of each person. I think this would be an extremely effective way of eliminating bias in the workplace and eliminating from the start people who are not fit for the job. It would save both time and money – two crucial business elements that are threatened because of the pandemic.

  2. The impact the Coronavirus has made on our world is truly remarkable and has hit areas that people have never expected. The hiring process is one that I knew would be greatly impacted, and it would impact both the company, and the people applying. Before the pandemic, applying for a job was a completely different process than what it is now. You would have to physically go to the offices of where you applied and have a face-to-face interview with the employer. You would have to look professional, wear nice clothes, and be ready to speak to someone about why you re fit for the position you are applying to. This interaction has completely changed since then. You still have to speak to the employer and explain to them why you are fit for the job, but the format is completely different. Now, you have to have a video call rather than being in person, and that changes a lot. Personally, having a face-to-face interaction is a huge benefit to me. I feel that if the employer can see me in person and I am able to have a conversation sitting across from them, they will get to know me better and it is a lot more personable. I think it is a benefit for the employer to see your personality and interviewing in person helps a lot with that. Also, with online interviews, you do not even need to get fully dressed! I have recently interviewed for a job, that I now currently have, and I wore a polo and fixed my hair, and then wore basketball shorts. The interviewer can only see your upper half, which may seem better and easier, but I honestly prefer fully dressing up. Going to the office wearing the whole outfit seem to put me in a mindset that makes me more focused and prepared. I also enjoyed how the article compares growing businesses to growing children. “They will go through periods of rapid and transformative growth spurts. Short times of accelerated sales and growing customer bases are often accompanied by growing pains, during which the business must get accustomed to a new pace.” Businesses will start to grow more and more as they adjust to the pandemic, and they will need more employees that work well, and will be worth the investment. It is imperative that these companies effectively interview the interviewees and are able to still have an effective interview even though it is virtual.

  3. As the article states hiring new employees can be a costly process for a new business and it is very important to make the right decision. Hiring the wrong employee can be detrimental to a company bottom line and the longer that it takes the more money that it costs the company. This is why it is important for a company to be able to consider a large number of applicants and come to a decision fast. Before the pandemic hit most companies had in person interviews which have since given way to remote alternatives. Zoom and Microsoft teams have become the new standard way that people have been interacting in a business setting and has made changes to the hiring process. Employers can hold virtual meeting with potential employees, which can allow them to reach out to wide variety of applicants and quicky. By interviewing online, they can talk to more applicants more quickly and increase their possibility of finding someone that would make a good fit with the company. However, there are detriments to hiring people via online. It is much harder to make a connection to someone virtually and truly determine if they will fit well in the company. It takes away the ability of employers to have accurate first impressions and the lack of workplace environment limits stress on new applicants. This could make employees seem better, or worse, for the job than they actually are and can lead to the company making the wrong decision. I believe that when trying to find a new employee it is important to have face to face contact with them to be able to get a true sense of who the person is. Despite this, with the way the world currently is it is necessary for interviews to be conducted in this manner. Companies just have to be more wary of the possible downsides to applicants and do their best to make the best choice for the company.

  4. Since March, our country has faced a global pandemic that has killed hundreds of thousands of people worldwide. Since companies do not want to risk their employees transmitting the virus, they have everyone work from the comfort of their homes. It is now eight months later and there is no end in sight as to when this pandemic will come to end. In New Jersey, we are experiencing the beginning of a second wave which has many people nervous and anxious. Given how well technology has developed over the past couple of years, working and learning from home has been a cake walk for many people. All the information is right on their screen and they do not have to worry about risking their health. While the virus put a pause on many things in the economy, companies cannot afford to stop work altogether. Nonetheless, there are people all over, whether they are graduating from a university or switching jobs, applying for new job positions. The article says how costly it can be for employers to hire new employees. I was shocked by this, especially when it says it can cost as much as $240,000. Even though technology makes it easy to conduct work, there is still a downside when a company is trying to hire someone. Before the pandemic, employers would have face to face meetings with their applicants. In those meetings, employers can get a good read off them by asking them questions and seeing how they respond to things in person. Virtual interviews are a little trickier because employers can not read new applicants the same way. In order to reduce cost, employers need to find the best way to evaluate all their job applicants so that they can make sure they are hiring the right person for the job. We do not know how much longer this virus will disrupt our lives, so virtual hiring and interviewing might be the new normal. I have started the process for applying interviews for internships so we will see how that goes in the near future. It will definitely be interesting to see how this all plays out come the next couple of months.

  5. Hiring practices are crucial for any company. From an employee’s perspective, an online interview might seem easier but there are some unique challenges in remote recruiting because the employer would look for different traits than the usual requirements due to remote working. One of the unique processes that I saw implemented is communicating before the interview. Sometimes, high-value requirements aren’t easy to spot on a one-page resume. As mentioned, for remote work, things like over communication, empathy, and self-direction are incredibly important traits. they may be looking for other soft skills relevant to the company’s culture too. ShieldGEO sends a short response Typeform before progressing candidates to the interview stage. This allows candidates to showcase how they communicate via text, and specific questions are designed to determine whether they align with our values. This stage helps to filter out unsuitable candidates before the time-consuming interview process, which can be obscurely challenging.

  6. It is no secret that in-person interviews are preferred by a company. It is easier to evaluate a potential employee’s attitude and personality. It also provides an opportunity to meet someone and have a formal introduction. There are also many advantages to having an in-person interview for potential employees as well. The chance to meet a potential boss and see the work environment is important. There is also a greater opportunity to make a good first impression in-person than over the phone. However, the world is changing and so are many companies hiring processes. The hiring process can make or break for a company, so it is essential for them to come up with a safe but effective way to find potential employees. Most, if not all companies allow resumes and applications to be submitted online. This could be a good starting point for some companies. However, too many companies ignore the applications coming in or forget to review them. It may be because they tend to forget that they posted a job listing online, or maybe someone is not doing their job. Either way, in order for this process to become more reliable, companies need to work on it. Either way, no one should be hired without an interview first. This is the hard part. Interviews over zoom can be laggy and easy to “fake”. Cheat sheets can be used, and personalities can be faked. It would be hard, if even possible, to totally evaluate someone over a zoom call. Personally, I do think I would be more comfortable in an interview if I were able to sit in my room and have cheat sheets all around me.
    At the beginning of the pandemic, I submitted applications to about 15 stores that were hiring. I was not super serious about getting a job since I did not want to get sick, but since summer was coming up I did it anyway. I heard back from two places and got interviews at both. Chipotle never contacted me after my interview, but I was hired at Target shortly after. I did get lucky having landed a job while so many people were losing theirs, but it was discouraging at first that I did not get contacted by more places. I was even applying to places that had put job openings up within an hour ago. It would be beneficial to both employers and employees if these online systems were managed better and at least acknowledged people who submitted applications.

  7. Covid has made many things difficult, that goes without saying. But one thing I had forgotten about was employment. More specifically how people were hired and how companies went about it. Many companies made the move to zoom for interviews, but I feel that is not very professional, especially compared to the formal in person interviews. I feel that this is a good thing though. Many people will benefit from the informal setting, being more comfortable can allow for the person being interviewed to be more confident while they are speaking, which makes for a better conversation. What this ultimately does is make a better impression on the interviewer, giving them a better chance at the job. I am interested to see any other ways to find employees during the covid pandemic, aside from zoom and other alternatives to being in person. Also, I am interested in how many companies that need many employees were able to overcome any problems they faced from the pandemic.

  8. We are undoubtedly living in an unprecedented and historic time. The implications of the COVID-19 pandemic are greater than I and many others had previously thought possible. People from all walks of life are learning to build new skills and habits to help them survive during this time. Lifetime professors and teachers are learning to move to a completely online environment. Students are learning to maneuver their schedules in a way to have to do the same chores and run the same errands they would have to at home while simultaneously being full time online students. Millions of people are wearing masks and adopting social distancing principles for the first time in their lives. In this article, author Laurie Boogaard discusses making the online hiring process more efficient. Before the pandemic, online hiring’s would rarely accompany an online interview. Instead, employers would look at many competing resumes to determine who they call in for an in-person interview. Now, an overwhelming majority of interviews are taking place online. This article proposes a few points that are interesting. One of these points is to tailor the online job description to define clear responsibilities that so that a potential employee knows exactly what type of work he or she will be undertaking. The example used by the article is “A customer service role, for example, might consist of responding to customer inquiries on one particular issue, reporting those inquiries to a manager and resolving complications as they arise.” If you mention skills like this, the employer sets clear expectations, and a potential employee has a better idea of what he/she would be getting into. Another point that the article brings up is to create a repeatable system. This is something I never took into account originally. There are companies looking to hire hundreds of people at a time. To have to go about a long and complex process hundreds of times over is not as efficient. That’s why simplicity is key. The more simple and uniform the hiring process is, the more efficient it will be. Another original idea I liked is to build in touch points to replace interactions. This would allow people to stop by and say hello ad acclimate new employees to the atmosphere. This would be replacing the organic face to face interaction they would encounter in an in-person work environment. In all I believe this article was interesting and presented some new information.

  9. With COVID-19 spreading and the increasing number of patients, technology has been relied on heavily as many people depend on it. By using technology, mostly for virtual meetings or virtual presentations, we realize that work can still be done at home instead of being present in classrooms or offices. When it comes to a job interview, I believe it is crucial that the interviewee should show up, in person, in order to make the right impression. There is no better way to introduce oneself to another than talking to them face to face. However, with COVID-19 spreading and becoming more serious than ever, it is pivotal that we lessen face to face contact. With that being said, for an interviewees case, hiring remotely is the best case for them. This is because if an interviewee went to an in person interview, they would have to think about their answers, without any notes or research. However, now that we are using technology, interviewees can be fully prepared as they can have notes in the background. For an interviewer’s case, this could be dangerous for them. This is because if an owner is trying to save money, due to losing money from COVID-19, they will conduct interviews themselves or with less employees. According to the article, “the cost to find, hire, and onboard a new employee can reach as high as $240,000”. Yes this does not apply to all, but corporations or rather big businesses, who spend a lot of money on their employees, could find this option much more helpful and money saving. Not only that, but if they do hire the employee and it turns out that the employee does not show much progress, the employee would be a detriment to the business. Businesses that hire employees who turn out to be awful lose their money and waste their time, which is not what any business wants to do. For employers, this is a sign to really find the right people to work for them. Employers should ask the right questions and should expect an answer that is rational and likeable. I believe that using technology for interviews is good because interviewees are able to be more prepared to give a better, more ethical answer to the employers. At the same time, employers take higher caution when it comes to hiring their employees. All in all, I believe using technology allows people to have a better understanding of how important it is to give someone an opportunity in their business.

  10. Due to the rapid spread of the novel coronavirus disease, the world has truly transitioned to another era: the age of virtual interaction. Although remote learning and working has been around before the 2020 pandemic, the demand has never been this high before, especially in the work and education industries. Remote learning has become the newest method of teaching students aspiring to chase their dreams during these trying and unprecedented times. Along with the new model of education and brand-new use of technology on platforms such as Microsoft Teams or Zoom came the need for modified standards and adaptations in the hiring sector. The vetting process for potential employees has completely changed. For example, appearances used to be a major point of influence for employers aspiring to find the right fit for the company set by their guidelines and requirements. Now, applicants typically either apply entirely through virtual documents or use platforms mentioned prior to host virtual meets. During these meets, the employer is limited to physical appearance other than what you choose to show. Even the backdrops could be altered to whatever your heart desires, meaning you can make the conscious decision to either be in a calm library setting or the vast void of outer space.

    Additionally, tech makes a large appearance throughout the article, discussing the potential of yielding appropriate devices to enhance performance. Outside of the normal expectations, utilizing smart devices to your benefit could be extraordinarily advantageous to the employer. In a recent TID (TID #4), we discussed wearable tech as a means for employers to track health-related data about employees and use that to reduce health insurance premiums. This may seem great at first glance, but the consumer exploitation is a real privacy concern to think about. Moreover, wearable tech has its pros just as it does with its cons. The upside could be swiftness in productivity, effective [although, inaccurate] feedback on progress made, and ease of use which encourages the spread of information. This could be a turning point in hiring employees, especially seeing that they tend to perform better while feeling better using this technology. Despite the setbacks from wearable tech, it poses a great opportunity to the average employer seeking to maximize the amount of effective work done in the set number of hours an employee works. It could also act as another means of direct supervision, which is a major flaw in remote environments; nobody can overlook what you are doing in an easy manner. However, this tech may mitigate the damages done by peeking into conversations and appearances during work hours. This topic is still under careful consideration and a lot of scrutiny from the employers, so it is not necessarily guaranteed by anyone. Anyhow, we will continue to see the evolving nature of hiring employers in a digital age where even work is done from the comfort of our own homes.

  11. In-person meetings were the norm a little over a year ago, but now with how life is remote is the go-to for most experiences. School, work, even hanging out and talking to friends. All online. Interviews are now almost entirely done remotely, and this may effect the hiring process for many people. Many may feel uncomfortable with online interviews, and many may feel like their conversations do not feel as natural as a proper in person interview would go. Some people also are unable to express themselves properly in these online spaces. Plenty of companies are adapting to the online space, utilizing new systems and methods to make the most out of the current situation. Zoom and other meeting platforms have become the place for interviews, meetings, and more. People however, may be adapting slowly and thus hiring processes are much harder for some.

  12. While the times of working solely in the remote form are slowly fading during the time of this post, I still think that this topic regarding companies hiring employees remotely still holds a place of discussion. Even though most people in the work field are no longer forced to work remotely, there are still many that do, based off of certain needs or just pure convenience, especially when it comes to certain situations. Hiring remotely, however, could be a grey area for both the employer and the potential employee. I think that there are both pros and cons to doing interviews over the computer. Personally, if I was an employer, I would only do interviews in- person. I would only do them virtually if I absolutely had to. In-person interviews allow employers to get a deeper insight on who they are hiring. Even if it the smaller things, such as how the applicant presents themselves, how they walk, how they dress, etc. These are all things that the employer would not be able to see if they were conducting the interview behind a computer monitor. I also think that an in-person meetings put more pressure on the potential employee, which either brings out the best or worst of them. This is obviously an advantage for the employer, however, it is important that they attain this information about the person before hiring them. That they see how well this applicant handles pressure, as well as if they are equipped with the skill set to overcome tough situations. Conducting this type of interview virtually, gives the applicant a lot of room to stray away from their trues selves. It makes it a lot easier for them to pretend that they are someone they are not, which essentially ends up being a big waste of time and productivity for the employer.

  13. The pandemic has changed the workplace severely causing employers to change the ways business is conducted and the productivity employees demonstrate. A handful of companies have had to temporarily shut down or come up with a hiring plan that aims at recruiting employees that maximize productivity. For a company hiring a new employee can have a cost of $240,000, so if an employer isn’t able to select a correct candidate, they’re screwed and lose time and money which are too valuable to lose in a business. Before the pandemic, an employer could sit face to face with potential candidates and analyze them to see if they fit the role for the proposed job. All employers seek an individual who is well qualified and able to make an impact on the company. Since the start of covid companies have been regulated to limit physical and social contact which has required employers to conduct virtual meetings for the requirement. Hiring remotely has its problems which require an employer to be cautious about the candidate. One of the problems is that an employer can’t get a feel of the candidate through body language etc. Another issue is that some candidates might not have the experience for remote interviews and their interviews might come out as sloppy and unprofessional. If accepted the next part is the training for working at home that comes with a lot of cons. For example, not having the required equipment can be costly and have setbacks for the company along with not knowing how to use it. There’s also no real supervision that there is in person which keeps an employee proactive with the dedicated job. I chose this article because a year later now with vaccines and masks employers are transitioning back into in-person interviews. Now companies can hire potential candidates with more confidence and promise that maximum productivity is achieved.

  14. Pre pandemic days you would have your typical in person interview, and working from the office. Now people have a zoom interview and sometimes work remotely. I couldn’t imagine trying to learn a new job fully remote. Before the pandemic it was very unheard of with people working from home. Some people did obviously but now this is more of a new “normal” for us. Adjusting to this new world that we live in is certainly not easy. Especially for people who are currently looking for a job it doesn’t make it easy. Some people either want to work from home to keep themselves and their family safe or they would prefer to work in the office to essentially keep themselves sane and to be able to get out of the house. It’s crazy to think how much our lives have changed over these past two years. Allowing people to work from home means more distractions, the potential for a less productive work day, and people could say they’re working but in reality they’re probably doing something that is more fun. This could cause the company to lose a lot of money because profits could decrease due to the lack of work being performed. Allowing employees to be able to make the decision of whether they want to work from home or go into the office is a good idea. That is because if you force someone to go into the office, say if they’re not comfortable, they have health concerns, or they don’t want to get vaccinated if it’s mandated, you could have some upset people on your hands.
    In a “chicken or the egg” scenario, it’s important to have a strong team to support the hiring, onboarding and training of new employees. In fact, some studies show that the cost to find, hire, and onboard a new employee can reach as high as $240,000. The cost of making the wrong hire is detrimental to your bottom line—and that doesn’t account for a loss in productivity(Fast Company). This is an accurate quote because companies put out a lot of money when they hire new people. If they make the wrong pick and something happens say such as if the person quits early on the company just wasted all of that money. And they would be back to square one to find a new employee. They definitely have to be careful in who they choose.

  15. In multiple articles I have read on the blog, the article “Hiring remotely is a new reality. Here’s how to do it with speed” relates to the shift to virtual usage in business. Hiring remotely has turned into a new reality with online usage being at an all-time high. Historically, businesses would rely on in-person interviews to seek and hire employees. This would allow human interaction, as well as employers being able to engage and read the body language/expressions of the candidates that were being interviewed. Even with the online working environment that many companies have built, I still believe in-person interviews have a spot in our society. In-person interaction cannot be replicated, so high position jobs will still feel comfortable using that method of hiring. Even though more information is gathered through in-person interviews, virtual hiring is much more efficient. Remote hiring can be done quicker, as well as having the ability to perform at any time or place, which is the main benefit of the ability to perform remotely. The accessibility is unmatched and allows a system that the article says is “repeatable” because the process will be the same for all individuals. It can lead companies to do many quick hiring consecutively without any issue as long as the technology holds up. The process puts less stress on the individuals and the company as well because the hiring is simplified. The amount of work being done remotely and through the internet as well will allow companies to further demonstrate functions and tasks that will have to be completed through the remote platform.

    This also demonstrates how heavily our society is starting to lean on remote platforms. There is plenty of upside with the change because remote work allows plenty of flexibility and opportunity to perform work from nearly anywhere, compared to being attached to a desk for 8 hours. Businesses are using the process as a way of hoping on this trend of performing remotely, which is a progression in society. The ability to hire people without physically seeing them is a great new addition to businesses that need employees fast at any time because of the accessibility that is brought with this growing process.

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