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Useful tools for recruiting online personnel

recruiting personnelInternet work no longer takes a back seat to onsite thanks to ever increasing tools to rely on and an excellent range of professionals. Recruitment and hiring virtual personnel provides a perfect example of this point.

Technical Tools

Certain technical tools are needed in online recruiting that make the whole process easier, such as:

  • Virtual Search Engines: of virtual professionals and workers with an array of characteristics (multicultural, languages, time zones, ages, professions, etc.) Some virtual search engines include oDesk, Proz, Infolancer, Freelancer, Guru, PeoplePerHour and so on.Do not forget that you can also visit and post your jobs in regular Job Search pages such as Monster.
  • HRM: that ease the recruitment process and allow you to database candidates for different projects. Some examples are OrangeHRM, SageHRMS, Waypoint HR or Open Applicant.
  • Virtual Psychological Tests: with platforms that offer aptitude tests, personality, analysis and abstract reasoning tests, and a wide array of tests to help enhance the recruitment process.
  • Virtual communication: email, chat, video conferencing, etc.
  • Virtual agendas: allow better organization of time and virtual interview scheduling, with reminders and other useful options.
  • Planner with Time Zones: allow you to see the current time in all countries and geographic locations, making it easier to schedule virtual gatherings and interviews including time and date.

Searching for Online Workers

Ways to go about the process of searching for online workers include:

  1. Publishing the offer on virtual employment platforms where candidates can apply and send their information.
  2. Search virtual employment databases for professionals that meet the profile characteristics you need.
  3. Review your company's database if it contains workers that have collaborated previously with the company and gave a good performance.
  4. Review your company's current virtual team, there might be people with available hours to work on the project.

Content for Online Interviews

  • Semi-Structured Interview: Conduct a semi-structured interview for your recruitment process, which entails making a script with guiding questions to give the encounter direction, while at the same time leaving you room to vary your questions and order.
  • Scheduling Gatherings: Plan the group or individual interviews or gatherings (as the case may be) in a orderly fashion, and at a time convenient for everyone. Leave a space of at least 30 minutes between each interview to avoid the interviews overlapping each other. Punctuality is advised in all encounters, this reflects professionalism on the part of the company.
  • Logistics: Review and make ready all necessary communication tools for the encounter. Internet connection, sound, microphone, speakers, camera and any other tools you plan to use should be in excellent working order for the session. If you plan to give any kind of test in the same way, make sure everything is ready and working properly.
  • Adequate Space: Conduct the encounter in a preferable quiet place to avoid interruptions of any kind.
  • Attitude: The interviewer should keep a proactive and positive attitude throughout the process, particularly in virtual recruitment interviews. This will be the first impression candidates have of the company. They should also maintain a professional attitude at all times, following the rules and requirements of the company.