The Big PR Question: How do I hire remotely for my In-House PR team

23.06.20

In the last quarter all of our teams have got used to working remotely. You may have muddled through with your existing team and found a way to make it work over the passing weeks. But how do you add new talent to your team successfully considering that some, or all, of your work could be remote for longer.

Please explain the question?

Recruiting is going to change due to Covid19 – How do I change to make sure that I can hire remotely?

So how do I hire remotely for my In-House PR team?

This is what you need to consider:

The golden rule applies 

The golden rule in hiring.

“You want people who you can bear to be around, who can do the job.” 

Never forget it. It speaks to application, competence and a culture fit. These are always the fundamentals of adding talent to your team.

No need for face to face

Don’t be like the person I know who insisted on doing face-to-face interviews in March, because they never hired someone without seeing them. Interviews are awkward at the best of times. Putting in a video element doesn’t make them any worse – embrace it. If anything they will run smoother and on time.

Psychometric testing is the way 

If you want more information, now is the time for psychometric testing. It will give you extra data points on a preferred candidate before you take the next step. There are loads of different types of tests for different competencies and it is best to take advice from a HR person as to which test is best suited for your particular role. If you decide to use the test, be prepared to listen to what it tells you. In the past I’ve used tests and disregarded the answers. It will always come back to bite you in the end.

The triple lock works

The triple lock in hiring is made up of an interview, a personal reference check, and asking for a targeted plan from the chosen candidate. You can make this even tighter by doing pre screening of applications and adding extra rounds of interviews. The psychometric test is another layer. The point is if you use the tools at your disposal then you are less likely to make a mistake.

Documented onboarding

Ok, as you are hiring I’m assuming that you have a job description and you know specifically what you want your new recruit to do. But have you considered how to onboard your new recruit. In the world of remoteness this has changed. At MediaHQ, we have a process that identifies the key roles of every job on a spreadsheet and itemises how people will be trained, by whom and which resources are available. Be patient – it’ll take time. Give a new recruit at least a month to settle in and you should have a documented onboarding process for this.

Work hard at making new hires part of the team 

In a remote environment you have to work even harder to make sure that new workers understand your culture. You might need an accelerated buddy system for this with new hires or get someone to take them under their wing. It’s important that team members get to know them reasonably quickly and you give them time to bed in.

 

Having access to trusted sources and media contacts during this time of uncertainty is essential to end the chain of misinformation. Access a media contacts database of 60,000 journalists and 11,000 organisations at MediaHQ.