Published August 2021 and kept as a record. The figures and the law have moved on since it was written. For the current position see the Employment Rights Hub. Note added 21 October 2026.
(Author: Sohaa Muhammad, BIOR).
Everything your team needs to plan winning strategies, hire high-quality people, and develop your employer brand.
Communication during the hiring process
To help make quality hires, strengthen the relationship between recruiter and hiring manager by checking in frequently and addressing any alignment issues.
Review your hiring materials. Job descriptions are crucial to setting the tone of your company. They should be aligned with the hiring manager's goals as well as what potential candidates expect from a position. Revise when needed to ensure that you're attracting the best talent possible. Outreach templates are what applicants first see when applying for jobs, and they need to show off the company's culture. You should also ask your candidate for feedback on your job posting, it might just help you find the perfect match!
How can we make the interview process smoother? One way is to provide resources such as tips on what types of questions to ask during an interview. Prospective candidates may also need help on using conferencing tools if they're new to the virtual interview process.
Keeping your virtual team productive
These days, employees are always on the go. They're commuting, working late hours, doing errands, and fulfilling other commitments. Technology can help you stay connected, but you’ll also need to adjust the ways you share information to avoid inefficiencies.
When you're working as a remote team you must remember to be clear and transparent. Tools like Skype, Slack, and Microsoft Teams can help immensely. When using remote tools, it's important to provide regular updates to your team members, so they know what's going on at all times. It also helps to keep everyone accountable for their work, because as a team, working together is more important than ever.
Virtual meetings can be long and drawn out. To make them more productive, share an agenda in advance. If your team prefers to work from home, some of these meetings might be relegated to email messages instead.
Building a strong employer brand
To build and maintain a strong brand, you need to put some active thought behind your brand strategy.
When it comes to candidate experience, you want it to be consistent. Whether on the website, on social media, or on other platforms, make sure your message is clear and consistent with the company's goals.
To attract the best talent, you must know what your company stands for. Your interviewing and onboarding program should tell that story to applicants in a clear and concise way. So, they can really believe in your company.
How do you know if your new hires are happy? Ask them! Communication is key in this new era of hiring. Gather feedback at the interview stage, as well as afterwards when you ask new hires to tell you whether their expectations were met or exceeded. This will show you if your company accurately helps candidates connect with your brand and delivers on what they promised.
Having a "learn through failure" attitude is a great way to get the most out of your recruiters. If you want your employees to improve, they need to go out and try, and make mistakes. When they do, you should support them in their decision making rather than discipline them for failing. Unfortunately, the opposite can be true for recruiters who choose to play it safe and stick to what they know. Encouraging an environment that is open to change and willing to take risks is crucial to attracting innovative candidates.