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Virtual Recruitment

While some aspects of life as we know it seems to be on hold during the COVID-19 crisis, the biotech and pharmaceutical industries are rapidly moving forward with their current studies. There is a high demand for quality candidates to fill important roles, but adhering to safety guidelines creates new challenges with the already complicated interview process. Thankfully there are many available tools to safely continue the recruitment and hiring procedure as well as improve these practices going forward. We have compiled some tips and ideas for your company to continue effectively recruiting talent while keeping safety a priority.

Invest in Video Conferencing Technology
If you have not already, it is time to invest in video conference software for all staff to communicate while working remotely. There are many to choose from including Zoom, Skype, Google Hangouts and GoToMeeting. Each tool has various features and price points so there is a fit for every organization. Once a tool is chosen, provide your staff with the resources to become familiar with the software and practice together. Take the time to work out any glitches before important meetings and interviews such as testing Wi-Fi signal, sound, lighting and camera angels so video calls run smoothly.

Have a Plan
Before starting remote interviews, have the hiring team meet to discuss what that process will look like. Have a strategy in place for sharing each candidate’s status and interview notes. Use a shareable document such as Google Docs that can be viewed and edited by all members of the team in real-time so everyone is kept up to date and nothing falls through the cracks.

Attracting Talent Virtually
A disadvantage of not conducting meetings in the office is that it eliminates the opportunity to see the physical space. This can be an important part of deciding if a company and position are right for a candidate. A solution is to offer a video series to promote your company culture to applicants. Offer video interviews with senior leadership to talk about company goals, pipeline and how the company is contributing to our society’s medical needs. Choose members of the staff in a variety of roles to share glimpses of a ‘day in the life’. Take candidates on a virtual tour of the office so they can imagine what it may be like to work there. Emphasize what makes the organization unique and what steps are being taken now to prioritize employees’ health and safety. This strategy is not exclusive to the current medical crises, offering virtual tours and interviews show jobseekers that your company is using the latest communication technology and can adapt to changing social needs.

Preparing for Video Interviews
Jobbatical.com reported for 2019 hiring trends , 60% of hiring managers and recruiters were using video technology for interviews. For some, this process may be new and awkward but embracing the technology is a necessity to move forward in growing your teams. When scheduling interviews, be clear with the applicant of what the process will look like. Send thorough instructions on how to use the video conferencing software, confirm the start time of the interview and how long you anticipate the interview will last. Share who they will be interviewing especially if several members of the hiring team are participating in the meeting. Finally, give the candidate current contact information in case there is a problem with the technology at the time of the meeting.

Hosting an Effective Candidate Meeting
Treat the interview with the same level of professionalism as you would an in-person interview. Dress appropriately, use a private room where you are less likely to be distracted or interrupted and look at the candidate as they are speaking. Remember, the video interview process is likely foreign to the interviewee as well, so be forgiving if they seem to be nervous or struggle with the technology.
As you begin the interview, consider holding off on asking job specific questions right away. Help the candidate get more comfortable with the process by asking them to talk a little about themselves, encourage them to share how they are managing their current ‘stay at home’ life. Their answers could be a window to who they are as a person, how they manage stress and how adaptable they are to challenging situations.
Talk about the company culture and paint a picture of what office life is like. Since they do not have an opportunity to be there themselves use stories and specific examples to help them imagine themselves working there.
Video interviews not only offer a solution to our current meeting limitations, in the longer term they give hiring teams the opportunity to speak face to face with applicants in locations where it would not be feasible to come to the office for an interview. It is a great resource to utilize when interviewing for remote or consultant roles.

For more tips, LinkedIn provides additional advice for hosting a video interview in this article.
Consider a Pre-Recorded Interview Option
Some video conferencing tools like Yello offer the ability for a pre-recorded or one-way interview with set questions. If scheduling is a challenge or it’s necessary for many members of the hiring team to see the candidate, this option may be a good fit. If choosing this route be sure the instructions and questions are clear.

Interview Follow Up
Following the video call send a note of thanks for their participation with an idea of the timeline for next steps. Set a realistic expectation for when they may hear back from you. Candidates will understand that timelines and schedules may be delayed but being able to anticipate when they might know if they are moving on in the hiring process can go a long way.

The PharmaOut team remains committed to doing our part to fight COVID-19 and help keep  our families safe. Our team of expert recruiters and consultants have years of experience to assist our clients in successfully continuing their business with our staffing , consulting and HR services. Please contact us if you would like to discuss how PharmaOut can be your strategic partner.

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