How NextGen Jobs has adapted to online recruitment in a remote world
Almost overnight the COVID-19 pandemic has caused a rapid and large scale shift across many industries towards working remotely.
This has left many apprentices, trainees, and employers confused about how recruiting and on boarding happens now. Fortunately, NextGen Jobs was able to adapt very quickly. We have worked hard to clearly communicate how this is working today for our trainees and apprentices, but this is important information for all trainees and apprentices, regardless of where you are in your earning and learning journey. Understanding what the new way of life is like in a remote working world is good to know!
Like many organisations, NextGen Jobs has moved our entire recruitment and on boarding process online. We have invested heavily in remote working technology using virtual communications platforms that include ZOOM and DocuSign. This means that face-to-face interviews and new starter orientations are now conducted via these platforms with the completion of all documentation online. In addition, we are sourcing talent online through school and community job fairs and expos, social media and digital campaigns in addition to the standard method of online advertising. A number of our trainees have commenced their traineeships working remotely, and with several vacancies live right now, more will continue to do so.
Despite this big change, the younger generation are adapting extremely well. Not being able to have a tour of the worksite, or meet their team in person definitely makes it challenging. However, we already know that this age group are known as digital natives, almost having been born with a smartphone in their hands! With over 95% of people aged between 12 and 24 owning a smartphone, logging in to an online platform, or finding the portal online to complete their new starter documents seems natural. The young people coming through our doors are skilled and able to adapt effectively. An important part of my role overseeing recruitment is communication.
Although my role entails a lot of phone and online meetings, keeping candidates updated is extremely important especially during these challenging times. We ensure our communications are conducted in a way in which our applicants and new starters understand. For example, we guide them through their employment contracts online to ensure they know exactly what they are signing and agreeing to. Not being able to do this in person creates a challenge as it may be hard to identify body language and signs of confusion, however, we are highly trained and have the expertise to overcome these barriers. At the interview stage it is important that candidates are provided with honest and constructive advice and plenty of positive feedback. It is important that we empathise with our candidates when they aren’t successful for a position.
The current COVID-19 climate has candidates feeling insecure, panicked and anxious about their futures. It is important that we lift them up and help them improve in readiness for the next opportunity. My advice to young people looking for work and to careers advisors is to prepare well for the new remote environment.
Some virtual interview tips that we recommend preparing are:
· Make sure you are set up in a quiet and well-lit room
· Ensure your internet connection is stable
· Test your microphone and camera prior to the interview
· Conduct a practice run with a friend, teacher or family member
· If you are experiencing technical difficulties, try exiting and re-entering the program
· If you are still experiencing difficulties, contact the person who organised the interview and let them know as soon as possible.
Whilst the interview process is conducted online, candidates are expected to present professionally.
It demonstrates to the recruiter and employer you are genuinely interested in the position, understand the corporate culture, and showcases you as someone who would fit easily into the workplace dynamic, plus made an effort even though you’re in the comfort of your own surroundings. Also, to stand out from the crowd we encourage candidates to speak with our recruiters about interview preparation, tips and presentation.
In addition, we partner with the Skilling Australia Foundation (SAF) whose vision is to ensure all young Australian’s have a pathway towards a meaningful and rewarding career. Together NextGen Jobs and SAF have, and will continue to run free job readiness programs online that focus on budgeting, workplace expectations, resume and cover letter writing and preparing for interviews and work in the current climate. These are delivered by one of our experienced trainers and are at no cost to the participant. These programs provide candidates the best opportunity to succeed in starting their career.
How has this shift to digital impacted your workforce experience, or perhaps those that are close to you?
I would love to hear the success – and challenge – that come with these changes. Please comment below. If you have any questions at all, feel free to get in touch via linked in or my email is agriggs@nextgenjobs.org.au
Written by Amber Griggs
