POSTED: February 04 2021
Success when remote recruiting

Success when remote recruiting

Many companies continue to work remotely and this has also meant a move to remote recruitment. Throughout the last year advo has continued to recruit and has learned to adapt. Here advo hr looks at ways to engage with candidates in a virtual environment and highlight some tips on remote recruitment that may help you to hire a great employee into your team. We also explain a offered by advo hr also outlines a new recruitment service.

Whilst there is high unemployment in some sectors, other businesses are actively recruiting. Within some buoyant sectors, recruitment is very competitive and it may be difficult sourcing the best candidates on the market. People are spending a lot more time in search of their perfect job. People want more than just a job, they want something they love, something they can enjoy and something that really matters to them, e.g., team work, variety of work etc. Together with the challenges of recruitment, employers are now faced with restrictions and many businesses have had to adjust and adapt their processes to recruit the best candidate for their vacancy.

Remote recruitment may still be a relatively new concept for businesses but this concept has moved at a pace.

The way in which the remote recruitment process is handled will influence the way a candidate feels about the role and your company. A warm, streamlined and professional recruitment process will further engage candidates and make them want to work for you. advo hr would suggest the following:


  • Accurate and engaging job adverts: Many job seekers will only spend a few seconds reading an advert. It is therefore recommended that the job advert is easy to read, stands out and is eye-catching. It should be so much more than a list of duties.  It should capture the candidate’s heart and mind. Together with the renumeration package, it should highlight the benefits of working for your company, e.g., great close-knit professional team, variety of work, training, development and progression opportunities etc.
  • A structured recruitment process: Having a structure which details what steps to follow, who is responsible for which step, and timings for each step helps achieve a smooth, streamlined and consistent process.
  • A good shortlisting process: Identifying the right candidates from a large talent pool can be challenging as there is the worry that outstanding talent may have been missed. Having a good shortlisting criterion based on ‘essential’ (must have) and ‘desirable’ (nice to have) qualifications and experience required for the role is helpful to then identify the right candidates from a large talent pool.
  • Using technology for interviews: There are different ways that video interviews can be conducted at different stages of the process. At the pre-selection stage, a short set of pre-recorded questions can be used which are presented to candidates, with candidates recording themselves giving answers to those questions. This saves a considerable amount of time in the shortlisting and selection process. You can see and hear the quality of the answers before deciding to progress them to the next stage of the recruitment. It should also be noted that this may eliminate recruitment agency telephone or face to face screening. The next stage would then be  a real time virtual interviews via recruitment platforms or through Microsoft teams, Zoom etc.
  • Keeping candidates engaged: For a good candidate journey, and to ensure that candidates do not drop out of the process, keep communicating with them and updating on the outcome of each stage of the process and what the next steps are.

As an employer, a poor recruitment process can be brand damaging. Unsuccessful candidates should feel that they had been given a fair opportunity, received good communication and walk away from the recruitment process thinking ‘I am really disappointed. That company seemed great and I would have loved to work for them’.

As a reminder, it is crucial that Right to Work in the UK checks are carried out before employing anyone. During the pandemic, right to work checks can be done remotely by following the ‘temporary adjusted right to work checks’ guidelines issued by the government which can be found here.

We all know how time-consuming recruitment can be and how difficult it can be to source and find the right candidate for your role. Our advo hr team, who all have a vast amount of successful recruitment experience, can take that stress away from you! advo hr have a solid understanding of your business and working in partnership with you, our recruitment service is more personal, professional and cost effective than engaging a recruitment agency.

We offer a wide range of recruitment services, which include drafting and advertising your vacancy across variety of job boards, sieving through applications, screening and shortlisting candidates for you. We can send rejection letters, check Right to Work documents, carry out psychometric profiling and onboard the candidate. We will get to know your requirements together with the candidate’s personality and find the right fit for your role. If you would like advo hr to support with your recruitment needs, please get in touch with us for more information.