How have recruiters been adapting to new remote processes?

The adaptation to completely remote work was quite smooth for the HP Global Talent Acquisition Team, considering that, even before pandemic, thanks to our products, our team was already accustomed to running virtual interviews, the pool of candidates being truly anywhere around the world and also to the fact that our recruiters work involved hiring managers located in different offices. We have been all trained to perform at high standard and to keep a consistent and rigorous hiring process, independently on the geographical location.

What do you see as the pros and cons of remote hiring? What has been the candidate feedback?

I believe that in the current context both recruiters and candidates are facing the same challenges and advantages: on one side it is more practical, and you can have the interviews anywhere, on the other hand, we need to sell the HP culture and values over the phone, where in the past it was easier to show them by simply walking around in the corridors office and share the HP facilities and the working environment.

How can companies make sure new employees feel engaged while working from home and only meeting their team virtually?

I personally believe it is crucial to have a strong company culture based on trust and respect. Those values are the foundation of HP and as a leader I do trust my managers, my team 100%. In HP we do work since decades based on personal / company objectives and those are measurable and actionable so those are relevant to us. In order to maintain an engaged team, as a manager, my first priorities are: to take care of the people, promote a flexible working environment and to promote laugh and fun together. In addition to that, HP made significant investments to support the best working environment in terms of facilities and tools from home.

« Back