How did the most influential recruiters switch to remote recruitment?

This year, the Most Influential Recruiter election was held for the twelfth time in a row. During this annual election, nominated recruiters compete for the coveted honour of becoming the most influential recruiter of the year. The winners recently received their award from organiser Bas Westland during a special coronaproof surprise visit. As a proud sponsor Cammio supports the competition with its video recruitment platform to allow the jury to select the winners with the help of a structured video interview. Since the winners did not get a chance to shine during a big award gala this year, we’ve caught up with them in an exclusive interview to hear how they have dealt with the sudden switch to remote recruitment.

It was a big advantage that scheduling meetings suddenly became a lot easier. People were a lot more flexible to have a conversation, also during office hours. There was no travel time and people did not have to make up excuses to their boss about going to the dentist, or whatever usually people say.

Jeroen Botman, Time to Hire

For me the switch was not that difficult. I did organise a few video calls here and there to stay in touch.

Arnold Janssen, PHIND

Beforehand I thought taking everything remote wasn’t going to work. But I now have an appointment with all of my customers where I just plan an extensive video call for now and I promise to stop by to catch up as soon as everything reopens.

Paco de Heij, Time to Hire

I personally started making more old-school phone calls, but in addition to that I also do video calls. That way you can see each other, you can interpret each other’s facial expressions, you know when someone is making a joke. It feels good to know that people on the other side of the screen will understand that I’m making a joke. Video calls have become very vital to the way we currently work.

Jelmer Zuidema, Roadtrip

I have experimented with a few online video tools, for example whereby and zoom. However, we stopped doing that when huge privacy concerns became apparent.

Fleur Aalbrecht, Time to Hire

I did notice some organisations becomming a little hesitant. If we hire people now, how are we going to organise onboarding? Let’s take it easy for now and see how things develop.

Michiel Martens, de Selectie

️ Watch the full interview (in Dutch)
Watch the full (Dutch 🇳🇱) interview

Comments

Leave a Reply

Your email address will not be published. Required fields are marked *