You are currently viewing Interview And Selection Of Candidates While Working Remotely

Interview And Selection Of Candidates While Working Remotely

The outbreak of the Covid-19 pandemic, forced many companies to change their operating methods to ensure continued operation and compliance with government’s social distancing regulations. Consequently, working remotely has gradually become an inevitable trend. This article discusses about recruitment of workers during this period giving an overview of the points to keep in mind while conducting online interviews.

The initial evaluation of candidates is still done by evaluating the information mentioned in the curriculum vitae (“CV”) and the personal records provided by the candidate. The information in the CV needs to have reasonable timelines, showing the candidate’s skills, capacity and work experience. For scanned documents, it is necessary to check the accuracy of personal information to ensure that there is no trace of forgery or erasure. In addition, the contact information of the referring person also helps to verify the candidate’s information.

To limit the spread of COVID-19, recruiters of many companies have opted for conducting online interviews on different platforms such as Skype, Zoom or Google Meet to replace in-person interviews. Although online interview cannot assess the candidate in detail like an in-person interview, recruiters can make some judgments through gestures, facial expressions, body language and presentation. Other factors like punctuality, preparation of equipment (computer, headset etc.), selection of interview area can also be examined to assess the seriousness of the candidate for the position and recruitment.

Since there is no in-person meeting, tests are an important part of the selection of suitable candidates. Short exams on expertise, or a situational test via email, google forms etc. is also very important to verify the candidate’s suitability. The evaluation criteria can be expanded to further evaluate the working style and consider whether the candidate’s personality is suitable for the culture of the company, and the role and position that the employer is offering. We recommend investors and recruiters to develop detailed criteria to make the evaluation process more accurate and to avoid wasting time.

Another factor to consider is prioritizing candidates with previous remote-work experience. It is difficult for most people to focus and be productive either without or with limited supervision by the organization. Therefore, working effectively from home also requires skills, ability to manage time, and enthusiasm to establish relationships and communicate with superiors and colleagues. It also requires problem-solving skills. These skills can be gradually acquired while working but recruiting experienced candidates could save time for the company. Hence, the employer can consider these factors when reviewing CV.

We suggest the following characteristics for an ideal remote employee which recruiters can refer to for evaluating the candidate during the probationary:

  • Independent and proactive in work: Actively looking for solutions to problems and to complete unfinished work.
  • Ability to sort work by priority.
  • Good communication skills: During the remote working period, a good communicator can keep in touch and report work in a timely manner.
  • Highly disciplined and reliable to complete work on time while not being pressured by supervisors.
  • Tech-savvy: When working remotely, it may be difficult to communicate directly to solve urgent problems. Therefore, to avoid technical hindrances, recruiters should choose candidates who are tech-savvy and can quickly adapt to internal channels of the company and working devices of their partners.

Although remote recruitment brings many benefits in terms of time and cost, most businesses only see this as a contextual solution in the face of unavoidable circumstances but not as a long-term viable option. This may be due to some concerns about the effectiveness of this recruitment model such as the limitation in the ability to closely observe and evaluate the candidate, low reliability of the test results etc. Although remote recruitment poses many challenges as compared to traditional recruitment, we still recommend that investors consider their options wisely in the current volatile situation caused by the epidemic.

Writing time: 05 August 2021.

The article is based on the current laws at the time of drafting as noted above and may no longer be appropriate at the time the reader accesses this article due to changes in applicable law and specific cases that the reader wants to apply. Thus, the article is for informational reference only.