How to Recruit and Hire Interns in a Remote-Working World
Do you recruit and hire interns in your organization? If you’re feeling overwhelmed by all of the sudden changes that have come about due to the Covid-19 pandemic, don’t worry. These tips will give you the knowledge you need to recruit and hire interns in a remote-working world. Since the pandemic, the internship recruiting and hiring process has completely changed. Given the shift to remote work, hiring teams must find and evaluate potential hires without in-person networking events and face-to-face interviews. If you’re feeling overwhelmed by all of the sudden changes, don’t worry. Here are a few ways you can effectively recruit and hire interns in a remote working world. Tools and tactics to improve your intern search process 1. Build a strong brand online so interns come to you If you’re hiring remotely, your online presence may be the most prominent way for internship candidates to learn about and form an impression of your company. If you want to attract talented interns, you’ll want them to be excited about applying for the position after viewing your website, social media, and other online resources. After some quick searching, job seekers should be able to have a clear understanding of your company’s mission and values, work culture, and internship expectations and responsibilities. The more information available to potential hires, the more they’ll be able to assess how much their passions and strengths align with your needs. Ultimately, this saves you time by maximizing the chance that people who apply for your internship are a good fit and genuinely want the position. 2. Use online resources like job boards and social media Recruit and hire interns using online channels. While it’s difficult to engage in in-person recruiting and networking for internships at this time, you still have many online resources to support your recruitment efforts. One 2019 survey found that 41% of recent hires found their current position through an online job board. Another 14% discovered their job through social media, and an additional 5% through email newsletters. That means that 60% of recent hires connected with their current employers online. It’s definitely possible for you to recruit valuable interns remotely. Tools and tactics to vet interns and seal the deal 1. Implement low-effort screening Making your job posting unique will help it stand out from the slew of postings that job seekers search through. One specific way to make your job posting more unique and effective is to include a low effort requirement such as including a fun word in your application subject line. For example, something as simple as asking potential interns to include “penguin” in their subject line can help you easily weed out applicants who won’t even take the time to completely read through your job posting, or at the very least don’t pay much attention to details. 2. Conduct virtual interviews Virtual interviews are a great alternative to in-person interviews to recruit and hire interns. Virtual interviews are also convenient for interviewing interns who may be in a different time zone or a completely different country — just remember to specify the time zone when scheduling interviews. When conducting your virtual interviews, make sure to evaluate applicants on their remote work skills. It’s hard to say how long remote work will be the norm, so it’s important to hire employees who can thrive in a remote working environment. Tips to ensure your intern has the best possible experience 1. Continue building community It can be difficult to build community while everyone’s stuck at home, but it’s important to continue making efforts to do so. Virtual coffee breaks or lunches give employees a chance to chat with their coworkers and let your new intern get to know people. Team hangouts that include interactive activities like games can also be a fun way to build community. 2. Encourage feedback and communication If you want to know how to deliver the best possible internship experience, consider asking your intern for feedback. Feedback is valuable for determining what they like about the internship and what you can do better to support them. Promoting open communication is great for building trust as well as making your intern feel like a valued member of your team.
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How Do You Improve the Candidate Experience? Simple: Just Ask
Candidate experience is more important than ever. And yes, we can already hear your under-your-breath ‘but we already know that’ response, however according to recent research done by Talent Board, we’re not quite nailing it. The report showed a surprising trend – if a candidate has a negative employer experience, they are increasingly inclined to
The Top Reasons Candidates Decide Not to Apply for a Role
Candidates quit applications or decide not to apply for a role for a number of reasons: poor careers site navigation, lack of visibility to opportunities or poor employer brand. Here are the top reasons, and what you can do about it. Founded 16 years ago, Potentialpark conducts global annual studies to rank top employer brands and determine candidates’ needs and expectations. Potentialpark’s Digital Employer Branding Expert Stephan van Calker shared insights from their latest global study, revealing why candidates decide not to apply for roles. Incomplete applications and bounces from careers sites Globally, 56% of candidates said they had quit during a job application, which is a considerable number. Candidates usually provide three main reasons: the job/organisation wasn’t right for me there were no relevant open jobs for me poor website functionality and design. This is very telling in giving employers clues as to how to improve their candidate experience. In particular, organisations should focus on job search functionality on their careers sites. Also, broken or absent selection filters mean candidates can’t search well enough for positions by location or experience level. For example, if your website is tracking candidates’ location and reveals only local jobs, this can be very limited. Poor careers site Among the reasons candidates decide not to apply for a role is a poor careers site. What makes a great careers site? There are a number of key elements on a careers site. The most important part of a careers site is a clear menu. Candidates want to know where they are and be able to navigate easily. Another important element is the job search section. Candidates want more developed job search functions with working filters and selection criteria. Careers sites are the most powerful tool you can use to generate interest and present your unique offering. Help candidates understand if your organisation is right for them, in addition to them being able to determine if they are right for you. Organisations without content or that have irrelevant content will find candidates might not be able to select or deselect themselves, as they don’t have enough information to make an informed decision. Recruiters then have to wade through numerous unsuitable applications from candidates who aren’t a great fit. So populate your careers site with strong brand messaging, videos, testimonials, and employee profile stories. Lack of transparency Candidates want more insight and transparency in the recruitment process. They want to know, for example, how long does it take to complete an application, and how long they can expect to hear from organisations after applying. According to Potentialpark, only 7% of organisations tell candidates in advance when or if they will hear back from them. By using strong communication practices and candidate care processes, you’ll be miles ahead of your talent competitors. (Tip: specific dates don’t need to be set in stone. Simply providing a general overview and regular updates is adequate.) Poor employer branding Have you considered poor employer branding among the reasons candidates decide not to apply for a role? Use data to inform your employer branding strategy. In building your employer brand, conduct a thorough assessment of your key candidate communication channels. That is, your careers site, Candidate Management System (CMS), social channels, recruitment advertisements, and mobile experience. Ensure you have strong job search functionality on your careers site and use data to inform your decision-making. Last but not least, manage candidate expectations by providing them with an idea about what to expect in your recruitment process. One last important thing to note is that candidates not applying for roles isn’t necessarily a bad thing. After all, while organisations are hoping to attract the right people to apply, they are also hoping to turn away the wrong people. Do you need a recruitment campaign to attract the best candidates to your vacancy? Schedule a discussion with our Recruitment Advertising Specialists here, call us on 1300 366 573 or email info@scouttalent.com.au.
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Quality talent is something we are all looking for! We know the importance of getting it right, because the people who work in our organisations are valuable assets. But finding quality talent can be challenging and the aftermath of making a ‘bad hire’ can cost you greatly.
