It’s no secret that working arrangements are changing. But what does the employment lifecycle look like in a virtual or remote setting? In our video series, Potentia Director, Julian Lambert, sits down with experienced People and Culture Advisor, Vanessa Radich to chat through it from start to finish.
Candidate attraction and assessment
Drawing on her experience working with a range of fully remote workforces, Vanessa briefly discusses how she has approached candidate attraction in the past, before diving into assessment within a virtual setting. For organisations to put their best foot forward in remote interviews, she discusses the key points below:
Be structured
From scoping your role, to the way you structure the conversation during interviews, it's important that you're stepping out exactly what the interview process looks like. Vanessa explains that a reactive, 'off the cuff' approach doesn't work in a remote setup and that extending the process out, and taking the time to help the other person be comfortable - are key.
The end of gut feel
Assessing people remotely means you can't rely on gut feel like you would during an in-person interview, where it is easier to build rapport quickly. easier. Vanessa questions how interviewers can give themselves enough time to assess candidates (and vice versa) without lowering the barriers.
Culture fit vs culture add
Vanessa discusses her take on culture, explaining that organisations should be looking at what candidates are adding to the culture. By reframing conversations around values alignment, you're better able to bring in people that are truly values-aligned versus those who seem to be a cultural fit on the surface.
If you'd like to discuss any of the topics discussed in this video, I'd love to chat - reach out to me here!