Face-to-face interviews have long been a major part of recruitment and selection processes. Online interviews have existed for a while, for example to recruit people located in remote areas, but have been used mainly as an initial screening tool and often followed by a face-to-face interview.
The challenge today though is that even though meat workers are considered essential employees, in most instances a face to face site interview is not considered to be a valid reason for a cross border exemption. Therefore, nearly all interviews will now have to be done online if you are looking to hire an employee from another state in Australia.
You can structure a video interview the same as you would a phone interview or a face to face interview and I would recommend conducting at least 2 video interviews with different stakeholders. Here are a few things to consider when video interviewing.
- Allow extra preparation and set-up time. Make sure the technology is working faultlessly (eg you can clearly see and hear each other, there are no drop-outs, distortions or background distractions). Don’t start an interview until you are sure the applicant is comfortable and any glitches are sorted.
- Have a back-up plan (eg phone numbers or set another time/date) in case the technology at either end fails.
- Make sure to explain in detail how the coronavirus pandemic has changed your organisation and its jobs.
Once you have conducted the video interviews and you are looking to hire an interstate candidate without a face to face interview, here are a few more things to consider
- Have a prerecorded video plant walk-through ready to send to potential candidates. Video testimonials from employees can also work really well to engage and attract candidates
- Candidates can also be more comfortable on the phone rather than a video interview so I would also have the hiring manager call the candidate for a casual discussion
- Ensure you do both cognitive and medical testing as well as reference checks prior to employment. This will ensure there are no surprises when they start.
- References should be chosen critically and you should conduct a structured reference interview.
- Draft a letter on the company letterhead to state that the candidate is an essential employee for an essential business for a border crossing permit
In order to make the move as seamless as possible, a relocation allowance should also be provided (usually from $3,000 up to $15,000 depending on the role). Acceptable expenses could include but are not limited to:
- Transport of furniture etc;
- Interim storage of furniture etc while in the process of relocating;
- Disconnection or connection of electricity, telephone and gas;
- Break lease fees if applicable;
- Cost of travel from the old location to the new location including any accommodation in between if it requires more than a single day;
- Up to 6 months of temporary accommodation at the new location while the person looks for permanent accommodation.
Adrian Osuchowski - Orion Search
Orion Search assists Primary Processors (Abattoirs & Boning Rooms) and Further Processors (Value Added Meat, Ready To Eat & Smallgoods) within Beef, Lamb, Pork and Poultry employ their hard to find, permanent staff all across Australia.