Whilst the lockdown may be easing the way local government, like all organisations, will operate in the future is still uncertain. At least in the short term, there is likely to be a continued emphasis on home working and using online platforms to communicate ‘face to face’. So, what about how we interview and recruit with limited or no actual face to face contact. This is one of those discussions where a big emphasis is placed on the need to ‘read’ people and on interpreting the inevitable ‘gut’ reaction when somebody walks into the room or interacts with others.
Undoubtedly there are limitations using online conferencing platforms but as we build our skills opportunities as well. As eluded to above the traditional face to face approach is somewhat prone to conscious and unconscious bias and creative use of an online approach, coupled with other tools could result in more success. After all, we will be recruiting people who may well be predominately working online anyway.
- Understanding any organisational anxiety. Being clear about challenges and opportunities.
- Are your processes and practise rigorous enough to drive an online approach – the importance of objective criteria.
- Reviewing criteria – recruiting for online capability and impact as well as alignment with organisational values.
- The interview and beyond – how will you use the online approach in combination with other selection methods.
- Preparing the candidates.
- Understanding potential new risks of unconscious bias.
- Creating ways of using technology to enhance your recruitment practice.
- Use of recording and data privacy considerations.
- Supporting successful candidates into the organisation.
- Supporting candidates in a transition back to the ’office’.