Keep recruiting, even in times of corona

Guido Schipper

In times of crisis, the number of vacancies rapidly decreases. That makes sense. For many companies, these are uncertain times and you don't want to take on any new commitments. For me as a recruiter at TU Delft, the situation is a little different. We still need new talent to continue our education, research and innovation. That is why we keep on recruiting and selecting candidates. But how do you do that if you can't meet candidates in person? This is a challenge. I've recently held several job interviews with candidates through videoconferencing, and that's been going pretty well. What helps is that I make sure to prepare the interview well with the other members of the selection committee. We discuss beforehand who will ask questions on the various parts of the profile, who will monitor the process and manage the time, and who will conduct the interview. I put on a nice dress shirt and make sure I am in a quiet room, with a quiet background without backlight. And not unimportantly: I let my wife and child know not to disturb me. For a good conversation it is even more important than usual to put candidates at their ease and that they experience the interview as an equal dialogue. That is why, beforehand, I send the candidate some tips about the use of video (e.g. Skype or Zoom) and what to do if the connection is lost. I also ask the candidate to log in a little early, so that we can check the sound and image before the other committee members dial in. Usually, after the introduction rounds, feelings of unfamiliarity will have gone and the interview tends to proceed well. I give candidates a lot of room for questions and really encourage them to investigate whether TU Delft and the position will suit them. This is just as important as our assessment of whether the candidate is suitable. Afterwards, I give feedback on the interview by phone or video call. Candidates then often tell me that although they were extra nervous before the interview given the format, but that it turned out to be not that bad. We normally build in time during application procedures for the candidate to get acquainted with future colleagues and the campus, for example through informal conversations or a guided tour. Even now, it is still possible to schedule informal conversations with future colleagues and send candidates links to videos or websites so they can get acquainted with the campus. Many TU Delft colleagues wonder if you should hire people and start them in their new job at this time. The answer is: yes, but getting them started does require extra effort from managers and colleagues. So make sure you offer them a good familiarisation programme in consultation with close colleagues, and that you schedule introductory interviews in advance. Don't forget the department's management assistant, who can be a lifesaver. It is also important to record dates such as the end of the probationary period, bilateral interviews and team meetings in advance in newcomers’ schedules. Is your new colleague coming from abroad? Current policy is to let them start in the job over there and move to the Netherlands later, if their new position allows it. Our colleagues from Coming to Delft can help them prepare for the move to the Netherlands. In the current situation it is even more important to stay in touch with people you have hired but who have yet to start. I would advise you to send them relevant information and call them regularly about their start on the job and the introduction period, as this can help them to stay involved and enthusiastic. I would like to encourage you to overcome the threshold of conducting online job interviews, and to pay a lot of attention to the recruitment of new colleagues, especially now.