（编者注：今天的文章是由赞助商our friends at Criteria Corp, a leading provider of pre-employment testing services. If you want to learn more about how pre-employment testing can benefit your talent acquisition strategy, check out Criteria Corp’s “Definitive Guide to Pre-Employment Testing”. I’ve found it to be a comprehensive guide that I keep on the corner of my desk all the time. Enjoy!)
至于组织计划重开或斜了他们的业务，他们需要有一个计划。And that plan should be in compliance with the疾病预防中心（CDC）的指导方针。But even as we’re dealing with fewer restrictions, that doesn’t change the fact that COVID-19 is still something we need to deal with.
That’s why companies need to look at not only their customer processes but their employee processes. It starts with recruiting. Part of the organization’s reopening plan should be to be examining the current hiring process and look for areas that they might need to address.
We’re not just talking about the interview. How will all of the steps in the recruiting and hiring process be handled – from background checks to drug screens to orientation in the era of distancing? Here are a few things that smart companies are discussing:
考虑视频筛选和面试。Obviously, this is becoming a very popular option right now. And there are some free providers, which is extra nice. But organizations will want to select the right technology for their needs and make sure data privacy isn’t an issue with the platform. In addition, it will be important to have a plan in placefor candidates who do not have the technology capabilityto do a video interview.
Provide candidates with interview guidelines。无论你是在人或视频访谈招募的，组织应当对面试将如何进行提供信息的考生提前。你不必给提前出局的问题，但确实说明物流。如果你正在做的视频访谈，提供一些使用该技术，包括如果它不工作该怎么做。
Remind managers that they still need to prepare。This is a new process that will impact everyone. Managers need to get comfortable with it as well. That might mean testing out a new technology. If they’re doing interviews from home, suggest that they wear their normal office attire (versus working from home attire). That might help set the right tone. And managers should be ready to discuss with candidates any changes to the job description because of COVID-19 such as temporarily allowing working from home, possible shift changes, etc.
Use assessments strategically。由于在招聘过程中的调整，也有可能是该组织可能要专注于喜欢的灵活性和可训练性技巧。I can see those qualities as being very important right now. Organizations might consider using a cognitive ability assessment and positioning it earlier in the process. The key is to align any assessment with the job and make sure it’s valid for recruitment and selection.
Wrap-up the interview by providing clear details。Tell candidates how to stay in touch. If the recruiter and hiring manager are working remotely, the best way to communicate might be different from when everyone was working in an office environment. It could also make some sense to let the candidate know that the final decision might take longer given the circumstances.
Include Safety and Distancing in the Candidate Experience
It is possible togive candidates a positive hiring experience即使在疏远。事实上，考生会明白了解，该组织他们与地方在他们招聘员工的安全和保安面试的重点。关键是规划一个安全的过程，然后将其传达给每个人都参与。
如果您想了解更多的人才管理战略，在此期间重新开放并返回到工作场所的考虑，我希望你会听在这个研讨会与我和标准公司团队专注于“Talent Management While Distancing: 7 Things to Consider”. We talk about activities that will help the business now and in the future.12