
Audio Transcript Auto-generated
- 00:01 - 00:01
Hey there.
- 00:01 - 00:02
My name is Gitta.
- 00:02 - 00:04
Dina and I work at Get Lab as a technical
- 00:05 - 00:08
recruiter. So I joined gets Lab over a year ago,
- 00:09 - 00:11
and it has been a hell of a right.
- 00:12 - 00:15
I'm here today to speak a little bit more about
- 00:15 - 00:20
the advantages off recruiting, remotely taking in consideration the changing
- 00:20 - 00:23
times we're all facing right now across the globe.
- 00:23 - 00:25
I thought it would be a good time to share
- 00:26 - 00:26
my perspective.
- 00:29 - 00:33
So 1st 1 Atget Club we can hurry in a
- 00:34 - 00:34
big number of countries.
- 00:35 - 00:40
We currently have more than 1200 employees spread across more
- 00:40 - 00:41
than 65 countries.
- 00:42 - 00:44
Can you even imagine the vast culture share?
- 00:45 - 00:45
Diskant, Brinks?
- 00:46 - 00:48
I get the chance to speak with people that come
- 00:48 - 00:49
from such different backgrounds.
- 00:50 - 00:52
Compare with mine, and I get the ability to learn
- 00:53 - 00:54
about their own culture.
- 00:55 - 00:58
Um, about their cities, their habits every single day.
- 00:59 - 00:59
So it's truly rewarding.
- 01:01 - 01:06
I used to, um, recruit for specific locations, and the
- 01:06 - 01:09
talent market, as we keep on hearing, gets easily saturated.
- 01:10 - 01:14
As companies get bigger and they start hiring more with
- 01:14 - 01:15
recruiting remotely.
- 01:15 - 01:17
I got the chance to understand that there are still
- 01:18 - 01:21
many talent pools to explore cities that don't have the
- 01:22 - 01:25
same business capacity as bigger cities would have but still
- 01:25 - 01:30
have a great talent pool Recruiting.
- 01:31 - 01:33
Forget Lob really gave me the true ability to focus
- 01:34 - 01:35
on what's important the talent.
- 01:36 - 01:39
All recruiters know that when you have to recruit for
- 01:39 - 01:42
specific regions, you I need to take in consideration.
- 01:43 - 01:47
Not everyone is willing to reallocate or leave their country's
- 01:48 - 01:49
behind in their families.
- 01:50 - 01:52
When that's not an option, you need to focus on
- 01:52 - 01:55
the local talent market, and it could be a limitation
- 01:56 - 02:00
to truly find the perfect fit for the role you're
- 02:00 - 02:01
recruiting for.
- 02:02 - 02:05
Recruiting remotely really helps with us, because are you really
- 02:06 - 02:09
just need to focus on the talent you need to
- 02:09 - 02:14
focus on their skills and the perfect match to the
- 02:14 - 02:16
requirements you're looking for?
- 02:17 - 02:21
Another big one is diversity inclusion for sure.
- 02:22 - 02:25
Diversity and inclusion has been a very hot topic these
- 02:25 - 02:28
days, and I have a strong, strong opinion that when
- 02:28 - 02:33
you're recruiting remotely, you get a much bigger, diverse talent
- 02:33 - 02:36
pool. When recruiting remotely, you have the ability to see
- 02:36 - 02:40
he quit mothers that are at home with their kids
- 02:40 - 02:43
and not able to fly or drive to an onsite
- 02:43 - 02:46
interview or with just people that don't feel less confident,
- 02:47 - 02:51
confident in face to face interview as they would be
- 02:51 - 02:54
on a video with their pajama pants on.
- 02:55 - 02:57
There's no problem around us.
- 02:57 - 03:01
You can easily accommodate and bring on dhe those candidates
- 03:02 - 03:06
in on and make them feel more comfortable with the
- 03:06 - 03:06
interview process.
- 03:10 - 03:15
Last one, this time effective in my opinion, um, which
- 03:15 - 03:18
recruited in and hear from a candidate that the process
- 03:18 - 03:21
was too long, too time consuming.
- 03:22 - 03:25
With recruiting remotely, the statement can highly highly disappear.
- 03:26 - 03:30
When you choose the right tools and you have a
- 03:30 - 03:35
great panel to interview remotely, it's easier to get interviewed
- 03:36 - 03:41
scheduled. And I'm 100% sure that on the candidate will
- 03:41 - 03:43
go through the whole process in a match.
- 03:44 - 03:44
Faster way.
- 03:45 - 03:50
It's easier to accommodate, um, time schedules between candidate and
- 03:50 - 03:54
interviewers. So it is a massive help, and at the
- 03:54 - 03:56
end of the day, it's a better candidate experience.
- 03:57 - 04:00
So everything comes with limitations and challenges.
- 04:01 - 04:05
And in my opinion, the bigger limitation when relying on,
- 04:06 - 04:09
for example, different tools like e mails off videos, is
- 04:09 - 04:14
the communication it can be not a smooth us speaking
- 04:15 - 04:15
face to face.
- 04:16 - 04:20
So I normally tend to highlight the importance off over
- 04:21 - 04:25
communication just to be sure, you kind of build a
- 04:25 - 04:28
strong base and a strong relationship with the people you're
- 04:29 - 04:29
interviewing with.
- 04:31 - 04:34
The bigger challenge for me is adaptation.
- 04:35 - 04:40
Although recruiting remotely brings you a massive talent pool off
- 04:41 - 04:44
diverse candidates, for example, as a recruiter you need to
- 04:45 - 04:47
adopt, you're going to speak with people that have different
- 04:48 - 04:52
mindsets. Different ideas than yours come from different backgrounds.
- 04:53 - 04:56
So it's really important that you need to adopt, um
- 04:58 - 05:03
uh, your communication to speak with all this different candidates.
- 05:04 - 05:08
So it was a short video to sharing a few
- 05:08 - 05:14
ideas about, um, how Thio recruit remotely.
- 05:15 - 05:16
It was a true pleasure.
- 05:17 - 05:20
And, um, don't forget, get love is hiring.