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Talent Acquisition: Unboxing Digital Candidate Engagement Best Practices
Talent Acquisition: Unboxing Digital Candidate Engagement Best Practices
Prerana Gupta

Technical Content Writer at Draup

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Talent Acquisition: Unboxing Digital Candidate Engagement Best Practices

12 May 2020

Digital Candidate Engagement is one area that is emerging fast in this unprecedented crisis of COVID-19, and we are monitoring this closely. We, at Draup, would like to present to you the best practices of this innovative way of engaging with aspirants for talent acquisition in a virtual environment.

No doubt, the coronavirus outbreak has forced businesses to shut down their offices and go completely virtual for the safety of their employees and clients. As a result, they are trying to adapt to the remote way of working which is becoming the ‘New Normal’ in the business world. With this, the digital hiring process in the organizations has equally transformed from assessing the candidate to conducting interviews, the final selection to digital onboarding.

Have a quick glance at some of the best practices for Digital Candidate Engagement that HR leaders need to be aware of. These points will help them in optimizing their hiring process in a remote setting:

  • Remote Totality: Hiring organizations are adapting to the “Remote Totality” phenomenon. For its proper functioning, they need to have proper tools and processes in place. This will allow them to engage, screen, hire, onboard, and provide training to jobseekers purely in digital surroundings.
  • Scheduling Interviews via Videoconferencing: Video Conferencing Interviews are typically set-up during the early working hours of the day. Also, insisting on a video interview gives a clear understanding of the candidate’s infrastructure availability, their commitment to remote working, work philosophy, and future output.
  • Employee Benefits and Perks: Recent Offer Rollouts also include additional provisions relevant to the current situation in addition to standard salary and benefits such as a paid subscription to a new wellness app, or complimentary meal/grocery delivery services.
  • Virtual Induction: Technology has changed the way companies run inductions for new employees through informal online conversations with other team members.
  • Remote Buddy System: Pairing new hires with a mentor/buddy is a common culture in most of the organizations nowadays. However, with everything going digital, buddies need to proactively connect with new team members virtually and make them aware of the company whereabouts and answer any of the queries they have.
  • Shadow Learning: It is basically a type of on-the-job training for the new employee/current employee. With a desire to learn new skillsets of a different job, they are required to follow and observe a well-trained and experienced employee. This is what led to the emergence of the new-age learning concept i.e. “Shadow Learning”.

These are some of the practical, proven methods adopted across the industries. As businesses are reimagining the future of work with unique capabilities, HR leaders need to build a unified workforce without neglecting hiring as a critical process. As they continue to strengthen their workforce, businesses can upgrade their business operations/functions to flourish in the post-COVID-19 world.

Draup is constantly helping HRs with the latest ongoing best practices for engaging with candidates. Based on the insights provided by our unique talent intelligence platform, hiring managers/HRs can set up their organizational protocol for hiring. This will ultimately assist them in crafting strategic plans for the recruitment and hiring process.

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