Recruiting remotely may be the new norm for a while but how should we do that?
This paper seeks to propose a straightforward approach to getting it right. I also think recruiting remotely may also remove some bias in face to face recruiting decisions. Moving hiring managers to a more fact based analysis and decision, naturally removing some of the ‘gut feel’ and by association personal bias, perhaps can’t be a bad thing?
Talk to us at Simpson Booth, we can help you navigate this new approach and ensure your business can be effective with a remote recruitment process.