The pandemic has made remote hiring an inescapable reality, much to the alarm of hiring managers and recruiters across the globe, who are scared of the way things are changing so rapidly. And to an extent, their fear makes sense. For anyone new to it, the whole process can seem a little daunting. But, that’s exactly what RecruitmentBot is all about, making the hiring process as easy and efficient as possible for recruiters, which is why one of our main strategies is based on bulletproof hiring, tailored and accustomed to this new era of uncertainty.

Bulletproof hiring is essentially structured hiring, which by the way, is just as good as it sounds. The whole process organizes the entire hiring process, from start to finish from the job opening to the hiring. This is done by defining the job role from the start and then applying an evidence-based approach till the correct employee is hired, where all the decisions are based on empirical evidence and data, making the hiring process foolproof or ‘’bulletproof’’ as possible.

‘’Bulletproof’’ hiring methods tend to come off as rather iffy or unreliable or even too good to be true to many employers and hiring managers, especially the seasoned ones. This is mostly because the entire process of hiring someone is seen as fluid since it relies on so many factors from the candidate and their suitability to the hiring manager and how the recruitment process pans out.

However, think about this, how often has the average worker, hiring manager or not, come across another employee or just about anyone who was just a bad fit for the position they’re working in. And that happens to be the case in many firms, where employees aren’t suited for the job they’re doing. The employee is not getting any job satisfaction and the employers are not getting the work they need to be done or their money’s worth.

Hence the question remains, how are so many bad employment decisions made? And while answering this question may not be important for unskilled labour requirements where the turnover rate is high, but for firms and high-powered industries, especially in times of the pandemic, this question remains vital.

The first step in the process is always the most crucial. Bulletproof hiring is all about finding the best employees, and you can't do that by going through piles and piles of curated CVs. So the first step would be to get your candidates through our screening process. Because the purpose of the recruitment bot is to make sure only the right candidates get to you. Whatever decisions you can make, we make for you. Our state of the art Artificial Intelligence powered system asks the questions you missed, according to the job so that only the right candidates make it through.

Plus our screening process is the best in the market. Candidates spend a short amount of time answering precise, tailored questions and then are filtered and shortlisted by preference.

Your bulletproof hiring process is only as accurate as you make it, or as accurate as we help you make it. This is why it’s important to keep it as straightforward as possible, starting with a simple, short phone call. The whole point of this process is to get the best employees in the shortest time possible, and that means that time cannot be wasted interviewing potential employees that simply won’t fit the role. So the simple solution is to approach the shortlisted candidates with a phone call. Why you may wonder? Because, it’s short, quick and efficient and can help employers gauge which candidates fit their requirements.

More importantly, remember to keep the call as efficient as possible. Ask only the right questions, and make sure the questions are tailored to your requirements. But as a rule of thumb, ask them about their skills, their commitments, their experience and why they’re interested in getting hired. Once basic information about the candidate is conveyed, you can move onto talking about yourself. The benefits this job offers, the work environment, how the team operates. The best way to go about this would be to tailor what you say following what they have said so that the shortlisting process can begin at the first phase only.

The interview is mostly the last step in the hiring ladder and can help gain a detailed insight into the candidate, explain job expectations, or even lay the foundations for the upcoming employment. However, with the bulletproof hiring system, to make the whole process even more detailed, the interviews can be divided into three main types of interviews.

The first interview is meant to be a face to face means of talking to your candidates, understanding what they want from the job and explaining what work the job entails. The idea is to keep it efficient, find out about the candidate’s education, career, and previous job and the best way to go about this is to go in chronological order. Start from their education, their experience, their career and then end with this particular job. This interview is meant to help gain insight into the client, so it is perfectly acceptable to keep it anywhere from one hour to three, as long as you know you're asking the right questions. Besides, by the time you get to this step in the process, our system has already gotten you the best candidates, so there's no time lost.

In the interview process, this is a relatively shorter interview. You don't need to know about the client, or their history or anything else about them, you just need to know what they bring to the table. You need to know about what skills they have, what experience they have, and whatever else will help them work for the job they are applying for. In this interview, it is the job of the employer or hiring manager to understand and to make the client understand that you need particular skills and abilities, and not a one size fits all so that they know what you need.

Our test has gotten the best candidate for you, you know their background, their skill set, now all that's left is to conduct the final interview. During this, you will see if your candidate will fit your work environment, work with your team, work the way you want them to. Before you finalize your candidate, you have to make sure they area good employee matter compatible with the office culture to ensure maximum productivity.

Through the spread of the pandemic and the consequential lockdown that forced most work to go virtual, the entire bulletproof recruitment process has become all the more important in the larger scheme of things. And while this new virtual world may appear foreign and daunting, these few simple tips will keep the hiring process as efficient and clear as possible.

In such unprecedented times, it is important to remember that everyone is stressed and unsure, meaning communication is key. From the very start, the pandemic working conditions must be made clear, whether the job is fully remote or hybrid and if so, what does that entail? Is the job permanently remote?

Clarity and communication will not only make the interview process more efficient but during such uncertain times, it is key to the recruitment process. The candidate is probably nervous regarding the new process of hiring and remote working and good communication will help get rid of errors that may arise due to uncertainty or confusion.

While this might come off as glaringly obvious, but when structuring a remote hiring system, keeping up to date with technology is essential. Keep in mind that now that everything is virtual, the same problems that might have been breezed by in a regular office setting such as lagging internet or delay in software update might end up harming the business in the new setting.

A great example would be the video call interface the company uses. Now that in-person interviews are no longer an available possibility, the employers must make sure their video call software is up to date and efficient since a lagging one will not only make communication harder but might also leave information gaps or make the entire interview process awkward and inefficient.

When streaming through hundreds of CVs and resumes online becomes a very real thing, so does the burnout that comes with it. This is why it is very important to keep the 30-minute rule in mind when interviewing or reviewing a candidate. Here, the 30-minute rule means that to keep the process efficient and quick, the hiring manager restricts the first interview to 30 minutes. These 30 minutes will follow a structured interview with key questions and important information that the employer must convey.

The virtual reality of modern-day office work is rather glum, meaning not only will current employees lose motivation but newly hired ones might feel awkward or misplaced. To avoid such issues and make sure they don’t interfere with productivity, firms must adapt and overcome them. This can be done by making sure that things that were done in person are now shifted to an online medium, such as welcome emails, introductory team zoom meetings, online calendars and schedules, etc.

Bulletproof hiring is all about the flow of the hiring system and making it as concrete as possible, and the best way to do that is through a rock-solid screening system. Having a sound screening system makes sure that the first step of the hiring process is fast and coherent, making sure the flow of the hiring process is efficient. And what better way of doing that than through RecruitmentBot? RecruitmentBot offers a range of services that make the bulletproof hiring process even better.

The screening process of any hiring system is what makes it or breaks it. If it's too complicated and difficult, candidates automatically get unmotivated to perform at their best, skewing the entire hiring process. If it’s too random and unorganized, then candidates don’t take it seriously enough. Luckily, through RecruitmentBot, it is easy to find the middle ground, where communications seem so natural and easy, yet coherent and organized so that the candidate is encouraged to perform their best.

With regular hiring and bulletproof hiring alike, the interviewing process can be a complicated, time-consuming mess. With virtual hiring, it’s even worse. Too many online interviews muddle the hiring process and the final decision, but with RecruitmentBot you only get facetime with the right candidate, so you don’t have to waste time beating around the bush!

And if all that wasn’t good enough, RecruitmentBot also provides detailed reports of the matched candidates, so that you can narrow down interview questions and save maximum time and effort.

With regular bulletproof systems, you need astute planning. Planning so organized you have to map out every single part of every single step, as seen in the case of the 30-minute rule, where you’re forced to keep it as very brief and super precise. One mistake and the entire thing goes off track. However, with RecruitmentBot, you need none of that because you only get carefully picked and processed CVs from candidates who have the skills you need.

With regular hiring and interviewing methods, the outcome is left mostly up to chance. However, with structured interviews, the employer has the chance to hold the floor making sure only relevant questions are asked and relevant answers are given. Structured questions also reduce the risk of lying or bluffing during interviews.

It also works in the favour of the candidate since it not only conveys to them what the job entails and what is expected of them but also takes out the ambiguity that entails a job interview.

It’s easy to figure out that with entire systems and industries going online, the number of applications for a job would increase significantly. This is because, in an in-person setting, options are limited geographically, but with a remote system, anyone from anywhere can apply. And while this may sound daunting, it just means that the opening is now available to all kinds of skills and talents without geographical restraint.

Moreover, because of the health risks, even people working essential jobs would try and look for ones that are remote due to health and safety concerns. And with considerable downsizing around the world due to Covid, more and more people are looking for jobs.

As we say this, one can almost picture piles and piles of CVs and resumes forming up, but it doesn’t have to be as tedious as it sounds. An easy way to overcome this would be through structuring which can be carried out through automated systems and AI technology such as chatbots and assessments (hyperlink) that would allow for not only a fully online module of hiring but a much more organized and efficient one, too.

You are only as strong as your employees make you. The right employees make the best team and the best team is what produces. They are fast, efficient and they do what they need to do to drive you to success. We know how much good employee matters, and we know how to find the best ones, so all you have to do is trust the process.