Our recruiting process: the remote edition
In the age of social distancing, we’re still searching for great talent to join our team. We sat down with Bo van Rijsingen, talent acquisition team lead, and Shauna Gallagher, talent acquisition manager, to learn more about how we’re tackling this unique challenge. Whether you’re looking to ace your interview or are a fellow recruiter working remotely, get an inside look at our remote recruiting process.
Our remote recruitment process
As we continue to grow, we are presented with the unique challenge of conducting our entire recruitment process remotely. Luckily, we’ve had plenty of experience working with international candidates in the past and have structured our remote process to be as close to our typical flow as possible:
Application review — We have a look at your profile and determine whether your experience, motivation, and skills align with our open roles. Either way, we aim to get back to you within a couple of days.
The first chat with HR — This is where we get the chance to learn more about you and vice versa. Due to the current climate, we’ve found it’s useful to dedicate extra time to this step to address any candidate concerns.
Interview with the hiring manager — During this call, you’ll speak with the team manager and learn more about the role. We’ll also dive deeper into your skills and experience.
Case study interview — Depending on the role, we’ll ask you to complete a case study or technical challenge. You’ll then present your work to the hiring manager and some members of the team.
Traditionally, we like to do this stage at the office but we’ve adopted a remote format via Google Hangouts for the time being. You can expect the same level of care as with an onsite interview, complete with a friendly welcome from our recruitment coordinator beforehand.
Culture interview — This is typically completed on the same day as your case study presentation (see above). You’ll have a conversation with a peer to see how your personal values align with our values as a company. You’ll also have the opportunity to ask questions about the community within Taxfix.
Reference calls and offer stage — We reach out to some of your references to hear more about what makes you a great addition to our team. If all goes well, we send an offer and welcome you into the Taxfix family.
The overall remote process does take a bit longer than our typical goal of two weeks. This is one of the unique challenges of working remotely — booking follow-up meetings with hiring managers when a spur of the moment coffee break would have once sufficed. Candidates can expect the entire recruitment process to take up to 30 days, some cases, however, have been much faster.
What candidates should keep in mind while interviewing remotely
We want candidates to feel prepared and comfortable for their remote interviews, so we recommend the following tips:
Preparation is key — Ensure you have a good internet connection. Check that all links and personal equipment are working ahead of time. Most importantly, familiarize yourself with the role and who you will be speaking with.
Eliminate distractions — Try to find a quiet space for your interview. Turn off computer notifications, such as Slack, and put your phone on silent. If you have small children, try to be in a separate room when possible — we understand this isn’t an option for everyone and will accommodate your needs.
Ask questions — Gain an understanding of the process and address your concerns directly.
Of course, we understand that it’s challenging to make a decision about a new company without meeting the team first. So talk to your recruiter about the possibility of having a virtual coffee with your prospective team or colleague. We’re open to discussing tailor-made solutions that help you get a better understanding of our culture.
[Interested in more tips for acing your video interview? Check out this slide deck.]
How we’re staying connected within the company
When joining the company, the first few days are a critical start to your journey with us. We’ve made sure that all new joiners get that same experience digitally. You’ll get introductions from each department to learn more about what they’re doing. You’ll also meet Mathis, CEO and co-founder, to get an in-depth look at our culture and values. This is your first footprint within the company and we want to set you up for success.
On top of this, the team has lots of initiatives to interact while working from home. From virtual pub quiz nights, German classes, or cooking tutorials, we’re doing our best to make sure people feel connected.
Our advice for fellow recruiters
As a community, we know this is a learning experience for everyone. Here are some of our tips for navigating the current environment:
Maintain the same level of candidate experience — Try to recreate all the special “people touchpoints” that a candidate experiences in person. For example, a personalized thank you message after the would-be in-person interview stage. Take extra care to ensure that candidates feel valued and taken seriously.
Invest more time in building relationships — Don’t let digital restrictions stop you from building the same level of connection with your candidates. Give your candidates extra time to discuss the process within the current conditions. Talk on a human level and be honest and upfront about their concerns. Communication is key — particularly phone communication.
Do your research — It’s important to align closely with your business partners to fully understand how you can support the business during these uncertain times. As talent acquisition partners, we are in the best position to advise our hiring managers on what is feasible under the current circumstances. This shows how you take responsibility as a company and how you care for people once they join your team.
Interested in joining our team? Check out our open positions.
