Importance of Flexible Interview and Onboarding Process

In the race to secure the best talent, it’s always been vitally important to make sure that your interview and onboarding processes are as flexible as possible.
Good candidates usually have a number of options and naturally, they will follow the path of least resistance. This is particularly true when roles are closely matched in terms of technologies, environment or package.

In light of the current, ever-changing circumstances we find ourselves in, every company has to adapt the way they recruit and it will be those who adapt the quickest who come out on top and secure the talent needed to keep moving their business forward. In short, if you keep the traditional processes, particularly face-to-face interviews, you are going to struggle to secure any talent, let alone market-leading talent.

It’s the same story with onboarding. If you need someone to be in the office everyday for the first 3 months, at a time when people are being told to distance and schools are closing, you are going to disqualify large swathes of the population!

So what do you need to do?!

The answer lies in pragmaticism. It’s a case of analysing your current processes and not focussing on what you do, but why you do it! Can you achieve the same results through different methods?


  • Why do you have a face-to-face stage in your interview process?
  • Why does it give you more confidence that you are making an informed hiring decision?
  • Why can’t you get those things by using remote tools?

We are finding that a number of our clients are switching from face-to-face interviews to video interviews and still getting the information they need in order to make an informed decision on whether to hire someone or not. Personality and technical tests are out there to help you and both can be done remotely with confidence of their accuracy. Remember it’s a race to secure the best talent, video interviewing will ensure that you can interview someone a lot sooner than in person.


  • Why does someone need to physically be in the office when they start?
  • Why does it give you more confidence that the candidate will be onboarded more effectively?
  • Why can’t you get those things by using remote tools?

Whilst there are some obvious exceptions, that physically do require someone to be in the office to do their job, in most cases work can be done remotely, so why can’t the onboarding process also be remote? We are seeing a number of clients use remote tools to ensure that onboarding is successful. Training can be delivered by webinar. Team culture can be built/maintained through regular video chats between team members. KPIs can be measured remotely.

Over the next 6 months, flexibility with interviews and onboarding will be an absolute necessity in order to achieve your hiring goals over that period. However, these changes if made properly, will help you far beyond that. Some companies will make this temporary switch permanent and in doing so, open up their talent pools to remote workers and reduce their time to hire. In short, they will be in a better place to win the perpetual race for talent.

If you’re unsure about how to start implementing any of the suggested changes above or unsure how they apply to your company, please contact us and we’d be more than happy to work with you.