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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36 Comments

  1. Before the pandemic started, people preferred to have in-person meetings over remote meetings because they were more formal, professional, and personal. Now it is crucial for people to be able to have remote meetings while keeping them formal, professional, and personal. Day-to-day business activities have completely changed since the pandemic started in March. There is no longer an emphasis on in-person work because it is just not doable at the moment. A majority of businesses in the United States had to start working remotely in order to protect the health and safety of the community. I think that the concept of working remotely was going to increase in popularity over the next couple of years because of the advancements in technology. However, this concept did not have time to earn popularity because it was abruptly put to the test when the pandemic hit. Therefore, businesses have seen a lot of resistance from employees because working remotely was forced upon them. There was no training or steps put in place to help employees. For me, doing school work remotely has been a mediocre experience and I rather go to school in-person. I have definitely resisted the change from in-person to remote classes. Unfortunately, I think that working remotely is going to end up being the new norm in our society. I graduate at the end of 2022 and I think that working remotely will be in full effect. This means that I need to learn and adapt to this lifestyle in order to be successful in my future career. That is why I found this article so beneficial. This article shows how a company was able to efficiently hire new employees and train them remotely during the pandemic. Certain businesses have been able to function at their highest level even though they are no longer working in-person. Businesses like the one in the article are able to do so because they learned to adapt to the new norm and they put steps in place to accomplish their goals. They made sure they still emphasized company culture, which I think helps people adapt to a new and difficult situation. Hiring during a pandemic could be a huge challenge for both the businesses and the potential employees. However, if the businesses have the right steps put in place, then there shouldn’t be a problem. That is what the business in the article did. They created a new hiring process that was remote but still had the quality of hiring an employee in-person. For me, I will need to learn how to make myself professional and personable in a remote setting. This goes for everyone else in society.
    Teresa Richardson
    richardsote@rider.edu

  2. Hiring practices are foundational for any company. Without good employee selection and recruitment, you are limiting yourself and not gaining the best competitive advantage that you can. In a time where everyone is quarantined in their homes, hiring practices may seem difficult, indeed it would be very hard for many companies to continue with how they were hiring pre-COVID. However, the global pandemic opens companies up to prove themselves as dynamic in their hiring. Without rapidly making sure that your hiring practices aligned with the current situation of the pandemic, firms stand to lose even more than they have already lost. Shifting to remote working brings in its own set of problems, but the idea of shifting to hiring remotely seems even more troublesome when you examine it. I think that this situation brings to light that any company who can survive a drastic shift like this can survive most anything. Being able to hire effective and optimal employees while being fully remote is definitely a competitive advantage firms will want to consider closely. However, these businesses will have to make sure that they are taking extra precautions when hiring remotely. Being completely remote, it may give hiring managers a sense of unattachment from the potential employees. Companies will have to make sure that their hiring strategies take into account this caveat. However, the companies that prove themselves capable of this will likely be the ones to thrive post-COVID

  3. My own experience with remote hiring involved a learning curve. An interview I had for an internship threw me for a loop in the time leading up to it. I wanted to look presentable and bring in my A-game for this online meeting with a potential employer, but to my surprise the interviewer came onto the Zoom call with sweatpants and a hoodie. Needless to say I felt dismayed and overdressed. That’s when I realized that this is the way of the future; who knows how long I will be interviewing, working, and meeting through online outlets? Immediately, my professional development class shifted itself into interviewing techniques for online means. I couldn’t believe that I was learning how to prop my laptop on books to avoid a double chin and how to soundproof a room with towels. The article mentions how hiring managers are going to have to be careful as it may be tougher to judge character without a person in front of you, and in my experience that is one hundred percent true. Overall, the professional atmosphere has dropped slightly, and in processes like hiring, people tend to be a little more distant in their conversations then they would be otherwise.

    Much like other people I’ve done my wishing and my hoping, but for now we all just have to accept that this is how work and hiring will function at the moment. As I approach the internship hiring season, I have had the conversation with myself that there is a good chance that my work will be online again. Much like a classroom, the experience is very different from in person and if this is how hiring managers will be conducting interviews for safety and ease reasons, then so be it.

  4. Prior to the pandemic and society being shaken up drastically, people were accustomed to having in-person meetings rather than virtual contact. In-person meetings and interviews were viewed as the norm by everyone. In the business world, in-person interviews were something that incoming graduates would practice constantly to get comfortable speaking to people. Unfortunately, the situation the world is in, this is the only possible solution if people like that or not. Technology has increased dramatically over the years, and now more than ever I believe technology is prepared for such a demanding task. It will take time for everyone to get used to this form of communication. Besides the fact that there is a large learning curve for people to understand how to use this technology, I believe people are reluctant to change because it frightens them. From my personal experience, remote classes have been a lot more difficult than in-person classes. The workload just seems larger and more demanding, and I personally do not enjoy sitting in front of my laptop. This form of education is very difficult as the student basically has to teach themselves new concepts which are close to impossible if you are new to the subject. I recently wanted to update my resume through the university department that is responsible for assisting students with preparing for interviews and adjusting resumes. Last year I went to the office and quickly had my issues resolved. I was greenlighted and could post my resume on Handshake. I scheduled a meeting with a student to help me a few days ago for around 2:30. When I eventually got into the meeting, it was very broad on what I should change since it was difficult for them to pull up my resume. After ending the meeting, I tried to join again and was left just waiting. It seems that remote learning has its faults, that could really hinder students, but on a professional level how fast business decisions will be made. There is always a chance to lose connection or lose data etc. Hopefully, everything comes back to normal, but it does not seem it will. People will have to adjust to this change. I believe that virtual interviews will become the norm, and that is just how it will be.

  5. I realized that ever since the COVID-19 pandemic, I figured out that work, school, meetings, and activities have been done remotely. Overall, I never thought that I would even speak at any South Brunswick School District Board of Education meetings had it not been for the COVID-19 pandemic. However, the COVID-19 pandemic has helped me to work on my public speaking skills and leadership qualities. This helped me to do great at the SBSD BOE meetings that I have attended during August, September, and October. Technology made it easier for my goals to be achieved. Another way that technology helped me during the COVID-19 pandemic, was by finding a summer externship at AT&T company that is closely related to my major. I was able to find the externship at AT&T and finish the summer externship very successfully. Also, I noticed that many events that Rider University hosts during the COVID-19 pandemic have been mostly virtually and I had fun attending those events. So with that being said, I feel that interviews are being done virtually can be easy as with any in-person events if skills are utilized properly and could yield to greater chance of successful events.

  6. As a former employee for a large-scale company, I have seen how difficult it could be to find the right person to hire for a certain job. Not only does someone have to go through a tough screening process, they have to go through many intense interviews. Once a person receives the job it might not even be a done deal for the new employee. There are many different aspects that go into someone finding the right role and sometimes someone who starts a job might not fit in the role just right. In this circumstance the company would have to start with the screening and interviews all over again. This is where the importance of proper remote hiring comes into play. In regard to hiring online, it could actually help a company expedite the process but there are also many possibilities of problems. One of the most important aspects of hiring new people is the cost of hiring. The article explains that it could cost up to $240,000 to hire a person which could possibly be cut by a large margin if accomplished online.

    Not only could the ability to do remote hiring be less expensive, it could save a lot of time for the company as well. On top of saving money from resources such as advertising, saving time during the remote hiring process will also save companies money. Another important aspect of this remote hiring reality is the safety of the potential employees and the current employees. With the new interviewing technology, there is no chance of anyone getting sick which is extremely important. On the other hand, in person interaction can sometimes be different than online so that is something interviewers might have to overcome. I am definitely interested to see what the online hiring reality will be like after the pandemic is over and people are able to start doing interviews in person again.

  7. Although it may appear to be a fairly simple and straightforward task, hiring a new employee, whether it be an intern or full time employee, is a very extensive and crucial process for a company. As many are aware, Covid-19 and the global pandemic has significantly changed the way companies perform and complete many different tasks. The hiring process is one of the many different processes that have been changed due to Covid-19. Prior to the pandemic, companies would make job postings on their website or other job-sharing sites such as Indeed, Glassdoor, etc. In addition to those job postings, companies would recruit at universities, at workshops, conferences, seminars, through their professional networks, and much more. However, a lot of these practices changed as a result of the pandemic and companies were forced to adapt to hiring remotely. The task appeared to be daunting and difficult at first, nonetheless, many companies have successfully adapted to the change.
    With a wide variety of video-conferencing platforms such as Zoom, Microsoft Teams, Webex, and much more, companies have taken advantage of these tools to conduct interviews, interact with potential new hires, host informational sessions, etc. Honing in on and being able to acquire the skill of hiring remotely is not only a necessity due to current conditions, but also a great opportunity and advantage for organizations. By mastering this skill, it allows companies to be flexible in their hiring practices, and can give companies a leg-up over other companies. Hiring remotely could be a great advantage for companies and organizations. Demonstrating that they have an effective and efficient remote hiring process that is user friendly to both the employees and the employer can propel a company forward. Companies could gain the ability to hire more successful candidates from diverse backgrounds geographically. Nonetheless, with any change comes pros and cons. Even though it may be easier to reach out to potential employees via the internet, video conferencing may not allow the employer to fully connect with some candidates as they would be able to in an in-person interview. However, once the company puts forth the effort to simulate the same or similar communication remotely as it was in person, they will excel in this area.
    As remote learning, remote hiring, remote work, etc. becomes the new norm, companies must adapt and become accustomed to the new way of doing things. By having a positive attitude, endless effort and focusing on “creating a more efficient and seamless process for hiring initiatives” as the company in the article, any company can be successful in the remote hiring process. Embracing the challenge and putting your best foot forward will lead an organization to success with regards to hiring. As an organization, displaying a positive attitude and that the company is doing their best in every aspect of their activities to achieve the goal will give them a great advantage and success.

  8. Covid-19 has transformed the way companies look at hiring. The days of walking up to the recruiter and giving them a firm handshake are gone. There a variety of advantages and disadvantages of this new process. From the potential employee’s point of view, doing the entire hiring process online makes it ever so simple. You go online, attach your resume, and wait until you hear back from the recruiter. After that, you don’t even have to leave your own home for the interview if you get one. This is where a lot of problems can arise, however. When virtual hiring and interview started to become more prevalent when quarantine orders were put in place, many did not know what to think of the new process. Many felt that virtual interviews can be even more nerve-racking than in-person ones. Many firms adopt the virtual interview style that features students answering questions through a recorded message. This is also a problem during the recruitment process as well. As that article states, the feeling an employee gets about the culture and personality of the firm is diluted in the remote setting. Even attending a career fair at your school can give you a better understanding than a computer screen.

    Once the employee is hired, there are a whole new set of pros and cons that come with working from home. Training employees and allowing them to use the right equipment is crucial in the early stages of employment. As the article states preparing employees to use the proper tools for the job can be overwhelming without the right setup in place. As for the company culture, there is no doubt that working from home hinders this aspect. Employees that have worked in the office for a while may not have a problem with this, but newer employees will suffer in this regard. There is no opportunity for them to go into the office, meet everyone, check out their work setting, and learn skills hands-on. I agree with the article’s recommendation of having “office run-ins”. I think this would be a great idea to restore human interaction in the workplace.

  9. Just last night in one of my classes we had a guest speaker who was essentially discussing this exact topic. The speaker touched largely on the interview process; how to secure an interview, how to effectively present yourself to an employer, and what happens on the business’ side after you have been hired. Between her input and this article I feel although I was able to gain a better understanding as to what the job industry could possibly look like in the future.

    One point the article stressed was sourcing talent from your network. As a business student my professors are always pushing the importance of growing your network. LinkedIn is one of the biggest platforms my professors have encouraged us to be very engaged in. This article confirmed that push when it mentioned how employers could post a job on LinkedIn that would possibly only be made public to their network and not the rest of mankind.

    Another point that I saw that could be mutually beneficial to both employer and employee is a clearer definition of responsibilities on a job posting. Candidates can look at the requirements and get a very clear idea as to wether or not they fit the role. With this information they can then decide if its worth it to fill out the application, write the cover letter etc. or if their time would be better spent on another application. As for the employer, they are more likely to get more fitted candidates, (hopefully) better interviews, and waste less time and also money during the hiring process.

    Finally, the idea of touch points was very interesting to me. I thought this was a creative approach to trying to replicate office interactions and building office relations. In the world we live in this seems like one of the better alternatives I have heard of thus far. While it might not fully scratch the itch, I think it is a great start.

  10. This global pandemic has drastically changed the way many businesses have been operating. A key component of this is hiring new employees. Employees can adjust to be online because they know what it was like before the pandemic. They will be able to adjust to the situation a little better. However new employees may have a different opinion. With everything being remote, budgets being cut, many employers are having a hard time hiring. The article states it costs $240,000 to get new employees onboarded. That is a huge cost for just getting someone ready for day 1. Not hiring the right person may be even worse as you’ll have to do this multiple times.
    For a HR and the hiring team, it is going to be challenging to meet the new demand for workers. The managers need to screen the right people for the job. Now doing that without face to face interaction and not being able to assess a person’s character in person may lead mangers to make the wrong decisions. For myself, I know this has been very tricky, but I was also lucky to start my process earlier. I’ll be graduating in 2021 this year into a very uncertain market. Employers would have to only contact me through zoom and never really get to meet me in person. I also think of myself as very personable and a good interviewer, but now due to the pandemic that may hurt me just not being able to see anyone in person. On the other hand, that could help people my age who maybe aren’t great interviewers. They are able to take advantage of this situation. For the employers, it is really hard to find out who is the best candidate as quickly. It may just take longer to get the right person for the position. But longer means more time, and time is money, and wasting money on anything during a pandemic is risky.
    I think everyone is adjusting to this pandemic is different ways, but clearly the business word is ne of them. A lot of the processes and systems we have set in place are being uprooted in a way, and this has caused a lot of uncertainty in the future.

  11. At the beginning of the COVID-19 pandemic, and the quarantining that followed suit, I was hired for an internship. Going into my interview, I was extremely nervous. This new digital platform had not been streamlined as the “new norm” yet and I felt awkward and unprepared. After getting past the interview and being hired, a new worry formed in my mind—how can I make a personal resonation with my new bosses and teammates virtually? Looking back on my experience, I found that scheduled team meetings once or twice a week immensely helped in this adjustment process. We discussed professional topics, but with a personal attitude towards them. Feeling the room transitioned into feeling the tone of one’s voice in a conversation. There also came the effort of not over-sharing personal matters but being personally professional. This occurred through emails shared within my team. Warmer greetings and salutations filled with well-wishes became a way for us to all connect over the current trends of our world. Overall, I most likely would not have had the opportunity to succeed in this internship without the virtual efforts the hiring company had implicated for interns.

    This article perfectly describes how a virtual hiring process should take place. The most important aspect is ensuring that a new employee will fit well on the team they are being placed. If there isn’t a connection, it is more difficult to be productive with teammates. While this is difficult to do remotely, the least a company could do is create meetings for the new employees to meet their new team in a more casual setting. Leaving the standards of professionalism out of first interactions is crucial for new employees to truly feel welcomed to their new position. Another aspect of the hiring process is clearly explaining all standards the new employee will be held to. Walking them through a day in the life of a current employee is a great way for interviewers to gauge how well they could do the job. The virtual hiring process is nowhere near a simple task. However, not going through all of these small steps and hiring the wrong person for a team will create an even longer and more difficult process. As companies continue to adapt to our “new normal,” even further steps need to be taken in hiring processes to ensure they have an adequate team prepared to combat any dilemmas that arise in the coming months.

  12. Prior to the pandemic companies and teachers never thought about doing things online or handling anything remotely. As time has progressed there has been a change in the use of technology and nothing is in paper form anymore but when it comes to interviews, meeting with classes or professors, doing everything online has always been overlooked. Everything in person has always been seen as more professional and a better way to address situations but since the pandemic everything has been moved to fully remote for everyone’s safety and the safety of the country. Many people struggle with this kind of change because it can be very overwhelming and if you are not used to it or have not had any prior experience it can definitely be a challenge.
    Personally, I do not mind remote learning because I have always been the kind of student who would rather teach things to myself and learn in my own environment rather than a classroom setting. Technology is not difficult for me to understand and I have caught on pretty easily and safe to say that I may have gotten used to the remote setting, even though I would rather attend my classes in person rather than behind a screen. When it comes to jobs and businesses, forcing people to be remote is difficult especially when they have had no classes or any kind of instructions on how to do things before everything hit them at once. In my opinion I think that with the pandemic and looking out for everyone’s safety being remote will become the new normal, similar to wearing masks. Cases are rising in areas where people have been allowed back on campus or in places where people are taking advantage of the businesses that have reopened and in order to solve that problem everything is going to have to return back to full remote. I read a prior article that had said one of the main reasons that the world is going to have to adjust and create new norms in society is because instead of trying to beat the pandemic as a whole we have adjusted to it and that is something that will not be able to change anywhere in the near future.
    The people and companies that were able to adjust to the new environment and still be successful will be the ones that will be able to thrive in business no matter what is thrown at them. Speaking into existence not only for myself, but for society everyone is going to have to get used to being online and doing everything remotely rather than in person if they still want to succeed.

  13. The hiring process is difficult enough, but being forced to interview new candidates virtually creates a new obstacle companies need to work around. Hiring the right people is critical for the success of the company, especially during these uncertain times. Hiring the wrong person can cause setbacks and come with a high cost. In this pandemic, we are lacking human connection more than ever. This issue translates into the hiring process which makes it difficult to figure out if the person you are interviewing would be a good fit with the company culture. Making sure people can start working and immediately fit in is important. Using the company’s current employee’s network of people is a way of making sure that the people you are interviewing are already vouched for and worth the time interviewing. People within your personal network are normally people similar to you, have similar work ethic, and can trust to do as good a job as current employees of the company. Many businesses reach out to their employees first and ask if they know anyone they think would be good for this open position and can fill the spots before needing to post about the opening on a job site. The importance of networking is becoming even more important now as people are trying to find jobs in this very competitive time. Widening your network and reaching out to people you know in an industry you are interested in getting into may be the best way to get an interview for a position you want.

    One strategy the article discusses is having a detailed plan on how to go through each interview to speed up the process and be as efficient as possible. For larger companies who need to hire a lot of people or hire a lot of interns, this would especially be helpful. This gives the interviewers a plan to follow to keep the company’s hiring process on track and able to hire as many qualified candidates as possible. The hiring process lacks the human connection that it once had. This is why it is important to reach out to people you know would already fit into the company to start the hiring process. Creating virtual events where people can engage with each other and get to know everyone is important to make sure that the people you did hire continue to engage in the company. In my opinion, the hiring process is not over once you hire someone. Keeping employee engagement up is important to make sure that you are following through with the people you hired. This ensures that the new hires are interested enough in working with the company that they are putting in the effort needed for their job. If the company does not do this, then the employee may not feel valued and slack off. This is when the company can face the heavy cost of hiring the wrong person.

  14. Hiring practices are pivotal for any company. With the rise of the Covid-19 pandemic in person hiring has been put on the back burner. This has posed many issues for the economy and companies around the globe. One major problem is the process in which companies hire employees. One cannot walk into an office for a job interview which poses many issues. There is a common consensus where it is understood that one conducts themself differently in person than online which now is a reality. In a virtual job interview, the pressure of the environment is nonexistent and can in fact negatively effect the outcome of the interview. The interviewee can be unfit to work at said business, however their lack of nerves can make them seem more hirable. This article adequately illustrates how a virtual hiring should be conducted. One of the most important aspects is ensuring that new employees fit in with the team. While this is difficult to do remotely, the least a company could do is create meetings for the new employees to meet their new team in a more casual setting. Another aspect is walking the new hires through a day in the life of a current employee. As companies are continuously trying to adapt to the new normal, more work is needed to make the online hiring processes adequate for the norm and prepared to combat any issues that arise in the coming months.

  15. With the current situation that we are living in, most businesses have had to shift at least somewhat online, and many have had to transition to entirely remote situations. This has presented businesses with a new challenge of evaluating potential candidates for open jobs. When interviewing remotely rather than in person, it becomes much more difficult for an employer to evaluate a candidate’s culture, personality, and potential fit that they would have within the company. This article finds ways to improve your potential job candidates. It talks about sourcing talent from your network to help ensure that the candidate you are selecting will be one with meshing abilities and personality for your company. The article also talks about putting out ads for your job opening, whether on linkedin or elsewhere, to help identify which candidates would be strong ones for your job opening. This would help to hire the right person because an employer would have more hiring context than he or she would if just evaluating a person’s resume. Another way this article says to help ensure you make the right hire is to define clear responsibilities of the open job. Defining a clear role will help not only the employer to identify what candidates are better suited for a job, but it will also help the candidates know what they would be asked to do when they apply for the job so that there is no confusion before the job even begins for them. The next thing the article talks about to ensure you make the correct hire is to implement a repeatable system. This means that the task of finding, hiring, and onboarding employees has to be a repeatable system that the company could use for any job opening. This is important as these are tedious tasks which can be done more easily and quickly if a company has a system in place to do all of them. All of these tasks that the article sites for businesses to do are important in their own right, but they become increasingly important in our current remote society when potential employees can be even more difficult to find and accommodate for.

  16. As someone who has been researching the job market for my own job hunt, I can say that there were numerous flaws in the job-seeking process prior to the pandemic. As a result of COVID-19, many of these pre-existing flaws were exacerbated, and new flaws continue to pop up. Prior to COVID-19, I found that many companies fail to remove their jobs from job boards when the position is filled or non-existent. When I would fill out these job applications and receive zero response to my follow-up emails, I would feel like I was wasting my time and feel discouraged. Furthermore, I felt like companies would be purposely secretive about salary to lure talent with an opportunity. Many companies simply put “competitive salary” in the description, which is utterly meaningless if they’re being dishonest about the true value of the salary and benefits package. It gives off an air of bait-and-switch.

    With the still looming pandemic, most companies are facing hard choices between hiring freezes and slashing starting salaries. This issue makes the lack of follow-up problem worse, and it decreases the level of transparency relating to salary. As someone hunting for a full-time job, it feels rather deceptive that companies are calling salaries “competitive” rather than being upfront about low starting salaries. I would rather a hiring employer advertise salary and benefits truthfully but also advertise the potential to move up the chain in the company down the line.

    I also think it is important that small businesses get better stimulus payments as soon as possible. Corporations and larger companies were heavily favored by the stimulus bill, but Congress and the President have left many small, family-owned businesses in the cold. These companies are the largest source of growth and prosperity throughout the entire country, and politicians really ought to treat entrepreneurs and unemployed workers with some basic decency and respect.

  17. The first thing that stood out to me about this article was when they said “that success will only last as long as you’re able to adequately support it.” This is true because a lot of people when they reach success for the first time do not know how to sustain that success. What people tend to do is try out different things but this doesn’t always mean your going to be successful again. People also tend to keep doing the same thing and then people usually get fatigued. When it comes to covid and how it is affecting the hiring I process, I think a lot of business are going to have an even harder time finding new employees going forward. And a lot of business I feel are afraid to hire more people because they don’t want to find out they made a bad decision which could ultimately cost a company as stated at the highest $240,000. These type decisions could potential negatively affect a company in the long run and if done more than once it could lead accompany to shut down all together.

  18. Hiring competent employees is essential for the success of any business, and the COVID-19 pandemic and quarantine has made this process far more difficult for businesses. This article cites that prior to the pandemic, some studies showed businesses can spend up to $240,000 just trying to find a single employee. Finding the right people for the job is a process, and it takes the formation of trust and a relationship before a confident hire. Forming these relationships through Zoom meetings and emails is far more difficult than in person, thus making it harder to find employees who you can confidently say are fit for the job without even meeting them in person. This is just one of a mountain of obstacles businesses have had to battle due to the pandemic, and the forced layoffs and cut budgets of most businesses made this process even harder. While the hiring process has mostly suffered from the pandemic, some convenience has come from the situation. For one, we have all truly seen how easy it is to run a business and communicate with a team remotely. If the pandemic has had one lasting impact, it would be the digital innovation and realization for people across the world.

  19. As difficult as it may be to hire during a pandemic, it can be even harder to find employment. In her recruitment description, Boogaard, depicts the issues with worting through secondary websites that host applications and resume. Sorting through these resumes can be time consuming and difficult, to solve this, Boogaard suggests that business hire from one’s network. Boogaard recommends that recruiters contact their connections to scope out if anyone that has the experience required and the recommendation from a professional, is in search of employment. This network of recruiting is extremely convenient for those recruiting new employees because it leads them directly to qualified and vetted candidates. What this inter-network hiring means for those seeking employment, however, is that without the insider connection it will become incredibly difficult to find a job offer. While incomers to an industry should always be encouraged to network and be in contact with relevant professionals, there are applicants who have all of the qualifications and no network whose chances have been slashed with companies skipping the secondary resume collecting websites like LinkedIn. This future of digital interviews and hiring is setting the precedent of the importance of networking in addition to relevant qualifications.

  20. As working from home can be an issue for employees during COVID-19, hiring employees is also a challenge for businesses during this time. People being in quarantine can be challenging for businesses as well because not being able to actually come into an interview in person leaves employers wondering more if the person is fit for the job. According to the study in the article above, employers and businesses can spend up to $240,000 trying to find the right candidate for the job. This is a process of getting to know the interviewee, getting a first impression, and building a professional relationship with them. Having interviews through Zoom calls hinders these key features of an actual job interview. Therefore, while working from home is a complication from the pandemic, finding good employees is also a challenge for many businesses and employers as well.

  21. Growth spurts within a company comes with periods of accelerating sales, growing customer bases, and an expedited pace for the business to get accustomed to. During these stressful challenges, one must realize the positive upside which is a sign of success within the business. Furthermore, continued success is only possible when one hires the right people to adequately support the growth of the business. A critical component is being able to support the new demand by expanding your team. Onboarding can be a critical goal by which the new hire can acquire the necessary skills, knowledge, and behaviors in order to become an effective and efficient organization. A strong team is essential in supporting new hires so that they are acclimated to the operations and culture of the business to which they are entering. Some helpful tools would be to include lectures, videos, formal meetings via the internet so that they can put a face to a name. Onboarding socialization techniques can affect the attitude of the new employee, ensuring that they have a positive experience. Since this hiring process is detrimental to a businesses bottom line, its imperative that you choose the right person for your specific position that is needed to be filled. With the onset of COVID-19, it is now more important than ever to create a seamless process that is efficient for our hiring initiatives. Onboarding creates a process for managers to plan ahead and ensures new hires will be aware of their role upon arrival. Sourcing new employees from your businesses network can be beneficial and a simple post on LinkedIn may be the right solution to quickly find a strong candidate. A clearly defined role stating the specific responsibilities is a must for filling a new position. With onboarding and rapid hiring, being as clear as possible is the end goal. Looking for candidates that will round out ones existing team will enhance their ability to achieve success in a collaborative nature. By creating an onboard repeatable system that prioritizes the candidates experience from their interview to their first day will not only be efficient, but also effective in a more seamless process. Ultimately, the pandemic has caused businesses to rethink the way they work, creating immense opportunities and interactions.

  22. What I find interesting about Laurie Boogaard’s tips for mastering remote hiring is that the process seems to be extremely similar to the processes already in place for most companies. Of course, this is a total win for many companies who had to transition to remote work—it means less effort is required on their part to tailor the process for the reality of working in the era of the coronavirus. Tracking down talent, defining clear responsibilities, and creating a repeatable system are all things that most companies have already implemented into their hiring processes, so all they need to do is tweak it so that the process can be conducted virtually.
    However, I do think what Boogaard mentioned about prioritizing adequate technology and building in touchpoints is a critical part of the hiring and onboarding process in the current climate. Many companies do not just use Microsoft Office or Google Drive—there are often specific software and tech that companies use for their day-to-day operations, so it is critical that employees have access to such software and tech (Luckily for me, all my job requires is access to the internet and Google Drive). One thing that companies often lack, though, is maintaining consistent check-ins and touchpoints, especially for employees working from home. When you join a new team normally, you are able to bond with them in the breakroom or for post-work happy hour drinks—now, you do not get to see these people except for on a screen. Ensuring that a team can properly bond with its new members it critical to fostering collaboration.
    Overall, the hiring process in and of itself is not much different than before; sure, interviews are conducted virtually, but all else seems pretty constant. Where things have majorly changed is training and onboarding—those are the areas companies should be working to improve.

  23. The hiring process before coronavirus was even heard of was already stressful enough, but making all daily activities including hiring employees and monitoring them virtually, is a whole new level. I personally love that everything is remote now. I don’t know if I’m just too comfortable at home or that it’s less stressful than physically socializing. I just had a phone interview last week and it felt less stressful compared to an in person interview because I wasn’t in business attire and I was sitting on my own couch at home. Being at your own turf is completely different than being on the opponent’s turf. I feel uncomfortable at an office sometimes because of the unfamiliarity, but I‘m sure many feel the same. The phone interview ended very well and it brought me to a zoom interview the other day. I did dress up for this interview since it’s a video call, but I still felt comfortable. I think the interviewers that are home as well are also comfortable because I notice the conversation felt like it was a regular chat with someone.
    I also feel hiring remotely has another benefit. Interviewers can get through more interviews since they can hop onto another call with someone else as soon as they hop out of one. It’s also more convenient for both parties. The interviewer doesn’t have to waste their time waiting for someone to meet in person and the interviewees don’t need to travel to their interview and risk getting stuck in traffic or getting lost. Hiring remotely is overall a faster, more convenient hiring process.

  24. With this new normal to our lives, we are forced to rely a lot more on technology. We can realize how everything does not need to be done in person and how much we can just do from our computers at home. I do not think that this is necessary for every job interview to be held remotely, but it is a good way to weed through the candidates before having them come in something. It does not look like the virus is going anywhere so we have to find out adapt and live with it. When the pandemic its peak stage, the amount of work that was being done remotely was probably at an all-time high, which is why I feel like we need to be able to adapt in case something like that were to happen again. Change is something that is and will always be apart of our lives and we cannot control it, the only thing we can control is how we adapt to these situations. One thing from the blog post that stuck out to me was a quote about keeping up with change, “… it is also extremely challenging because that success will only last as long as you’re able to adequately support it.” This quote emphasizes the importance of being flexible and having the ability to adapt to unforeseen changes. Another thing that I had never really considered is how much it costs for these companies to go hire and teach new employees, the article said it’s up to $250,000 for certain companies. Also, if someone goes through the entire hiring process and turns out to be a bad employee, it is a waste of time and money. This article could be helpful for the people who are hiring right now. I feel like I am a good speaker so I like the online format, but I do not think it captures my personality like I would want it to. I think the most important thing for employers right now to higher the kinds of people would be to ask the right questions and give the person hypothetical situations so you can see how they might act in a real situation. Hypothetical situations are the best way to interview in order to have an understanding of the person you are hiring.

  25. How people hire is very important in today’s age. How do you hire someone with a pandemic coming around? How do you truly know who the employee that you are hiring to help run your business is truly responsible and will bring an amazing impact to your company? The pandemic opens the problems in hiring people. Firms have lost Many employees due to COVID-19 and hiring seems very time consuming because you cannot have a face-to-face interaction with people and really get to know them in a physical stance on what they can bring to the table. Many employees are fully remote ends it comes to the advantage where the person hired can easily fooled you under applications. But hiring online really gives a more lenient stance on hiring employees where they cannot be discriminated against. You can really open your mind up to possibilities in a different scenery with a person who can bring something new to the table that can in the future make your business grow. With being responsible and hiring practices companies can really grow and improve themselves so that they can thrive with corona after corona and before corona with adopting the way that they hire and the strategies and techniques they are looking for when they hire.

  26. 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.

  27. 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.

  28. 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.

  29. 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.

  30. 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.

  31. 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.

  32. 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.

  33. 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.

  34. 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.

  35. 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.

  36. 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.

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