If you work in a remote team, know what asynchronous communication is, and have experienced firsthand how it makes life easier for everyone, then you probably guess what the essence of the asynchronous hiring process is. The goals are still the same: saving time and creating comfortable conditions for productive work for all participants in the process. In brief, asynchronous hiring is a hiring process that has taken all the advantages of asynchronous communication and hit the jackpot.
In small startups, the founders, managers, and team leaders hire employees themselves, which is fine, except that it takes a lot of time from other important processes. In larger companies, the HRs still actively engage managers and heads of something who needs a new employee in the hiring process. The recruiter can only take over the screening part but can't accurately assess the required hard skills. Then he turns, for example, to the team leader or CTO to hire a technical specialist. What comes next? Offline or Zoom meeting scheduling, which would take into account the load in each participant's calendars. In addition to the fact that this approach stretches the process over time, it also takes a lot of employees' hours, interrupting them from deep work, usually at the most inopportune moment. In fact, this is the main point why no one likes to participate in hiring, and this task looks the most painful around others on the to-do list. How does an asynchronous approach to hiring help?
Have you decided what idea you want to get across to the candidate? Record a video right away: tell a little about the company, about the features and challenges of the job, and ask questions that you are particularly concerned about in potential co-workers. As you see, this first step doesn't need to be postponed until the third Thursday of next month, when all the necessary calendars magically coincide.
You or the person responsible for hiring can send a pre-recorded video to the candidates immediately when they applied. The candidate can respond in video format as soon as possible and convenient for them. Talent will introduce themself, talk about experience, answer your questions about the job points, and ask their own. And the process is started. You, in turn, can view the response whenever it's convenient for you — between tasks, on a lunch break, along with other colleagues interested in hiring that employee. You can go back to the record and compare it with other candidates who sent their answers.
One such three-to-five-minute video saves a lot of time for both sides. Did it become clear that the candidate is not suitable for the cultural fit? Or is their English not good enough, and this is critical for that job? Then you won't give them a test task, which means that you won't waste a candidate's and then your own time on checking in vain.
Read more about the other not-so-obvious benefits of asynchronous hiring here
, but you must have caught the gist: asynchronous hiring is easier, faster, and more convenient for everyone. And most importantly, it makes communication with the candidate personal, more than emails, trying their best to pretend personalized, but still looking fake, and even than Zoom calls, when everyone is too busy to make the conversation meaningful as it could be.
But still, how does asynchronous hiring work?
- Create the company's hiring flow
Decide how much selection steps are sufficient for you, and which candidates' skills are more critical to evaluate.
Employers need to tell the same things at every standard first interview and ask approximately the same questions. Therefore, it is quite reasonable to optimize this part. Employers can record a video that tells about the company, its mission and goals, about the job and its challenges, and asks questions related to this job to potential candidates. This way, the approach still stays "alive" and somewhat personal, rather than the company's website page, for example.
- Review candidates, test them
Get your job replies in an asynchronous interview way and move the strongest candidates to the next stage using the same asynchronous interaction: chat, exchange of question-answer videos, send the test task and ask additional questions via video messages.
Schedule a final face-to-face interview before or do without it.