Speaker at Talent Acquisition live 2020: Mark Deubel

 

Mark Deubel is a recruiter for Elastic search. A company you may not know, but you probably use. Their search technology is used by for example Uber and Tinder, so if you use their apps, you’re using Eastic technology. Even Google is a client, yes, Google, for certain aspects, using Elastic’s search technology. Mark recruits their tech people, so he’s competing with companies like Apple, Facebook, Google and Uber for those really hot talents. And he works remote, like pretty much everybody at Elastic. If the weather is good, he’s recruiting at the beach. Not the phone of video calls, with the noise that’s hard, but sourcing and mailing, sure.

 

At Talent Acquisition live he will have a fireside chat with Hung Lee on remote recruiting.

 

So the main question is of course: can every recruiter work remote? 

 

Mark: It depends, I believe all recruiters will be far more productive while working from home. It saves you so much distraction and working in your own chosen environment really makes you productive.

 

However, you have to be be able to focus (seperate room), Work ‘unsupervised’ and be communicative.

 

Can you recruit for every job as a remote recruiter?

Mark: In principle yes, there might a few jobs around where  It’s really not possible, but I can’t think of any.

 

Are you not missing out on important details if you don’t have face-to-face interviews? 

Mark: Not really. With video calls you still see all the details you need to see. It’s mostly about facial expressions. Be honest, if you are in an interview in a ‘strange’ office, do you sit down relaxed? And if your more experienced don’t you adjust your body language? It’s very subjective. Now the candidates are at home, their own surroundings and it helps with the nerves. Plus in our case it’s their future work environment. We still call it face-to-face when we use video 😉

 

What technology is essential to recruit remote? 

A good question and I would like to say that the technology is not the key here. It’s important, though.

 

For the interviewing you’ll need a decent video call tool that is usable from the webbrowser or by installing an app. Not every candidate wants to install an app, so you have to be flexible.

 

When needed, you can use a tool for testing software coding skills or whiteboarding.

 

A good scheduling tool that integrates with both your video call tool and your ATS makes life way more easier.

 

When you want to be able to work remote as a recruiter you’ll need communication tools like Slack for interacting with your team, the hiring team and anyone else in the company. A strong video call tool for meetings & quick calls, a good collaboration suite like office or g-suite where you can work together on documents, presentations, etc. And an shared open calendar so people know when you are available or not. Snoozing your notifications is a must when people don’t see what you are doing.

 

But all the above stands and falls with having a communication ‘charter’ and some rules.

 

You need to know when and how to use which channel. You need to respect that someone might be busy when you reach out. And this is just working remote. Combining it with being distributed makes the urgency for good ‘rules’ even more important.

 

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