The remote working scenario is constantly evolving. While every challenge can be dealt with at length, accepting them as the need of the hour can go a long way in defining the new normal.

Human Resources has been the subject of constant discussion in recent history, not only as far as its functioning and what it should entail is concerned, but also whether HR is the right term that defines this and those that work in the profession. It has been referred to as Personnel Development, People & Culture, and Human Capital function with a debate on the administration and strategic components of work that it should include.

The pandemic aided in furthering this discussion, and the way we work too. Soon, we will be clocking two years of remote working! Here are some recommendations for an HR professional working remotely.

Resume Changes

Whether it is a full-time recruiter or an HR business partner, HR professionals do find themselves hiring for talent or at least play an advisory role in it. Screening resumes is an important step in the hiring process. Here are some resume changes that are welcome during the pandemic and can be encouraged during hiring.

•  Virtual learning: Working from home gives many of us the time to explore e-learning modules and learn virtually using different media. It can be a good idea to include these in one’s resume and focus on the insights gained from them.

•  Skills/hobbies: It could be cooking different cuisines, e-Zumba, or public speaking. Any new skill or hobby that was picked up and polished during the pandemic can aid in understanding the personality of the individual and their learning abilities and should feature in the resume.

•  Working with colleagues: Encourage leadership amongst colleagues including remote leadership abilities for those in managerial positions. For most positions, working and collaborating remotely with team members can be an important skill to look out for.

•  Availability to work: Is the candidate comfortable working remotely/hybrid/in person? Mentioning this on the resume can help in identifying someone who is a good fit based on the specific role and the organisational policy

Virtual Interviews

As most or all of the hiring has gone remote, here are some virtual interview practices to follow:

•  Technology dry-run: Companies use MS Teams/Zoom/Google Meet or their inbuilt software for remote interviews and HR professionals might be well versed with them by now. Do a technology dry-run as needed. Ensure you know the software, its various features and can reach out to your IT team if required.

•  Virtual background: If your house is messy, do not worry. Use an appropriate virtual background that looks professional. These are in-built in the software but do not stop to customise and create one for yourself.

•  Respect time zones: While some candidates might be local, many remote positions may have candidates from overseas. Respect their time zones and ensure the time works for both sides. After all, in today’s labour market, it is not only the company but also the candidate who is watching out for cues and taking a decision on whether they would like to work for a company or not.

•  Sufficient charge and internet connectivity: Even when you are working from home, it is a good idea to use a charged device or at least have a charger nearby. You do not want to run out of battery during the interview. Ensure that you have a stable and reliable internet connection all through the call and have a backup as well.

•  Dress up: Yes, the interview is remote. Dress appropriately nevertheless, it will not only make you look professional but will also add to your self-confidence and give the interviewer an insight into who you are as an individual. Remember your clothes speak volumes about who you really are.

•  Log in early: Log in at least 5 minutes in advance. This is true not only for the interviewee but also for the HR professional. This extra time can also help to check and ensure that there are no technical glitches. If both the parties log in before time, they can leverage the time for small talk and build a rapport before the actual interview begins.

•  Inform in advance if you are expecting a distraction: Even HR professionals can have a toddler at home who needs attention or maybe unexpectedly required to answer the door. Inform the candidate in advance if you are expecting a minor distraction. In case of any major interruptions or frequent loss of connectivity, rescheduling the interview is advisable.

Everyday HR

HR professionals act as advisors and business partners. For managing effective everyday HR issues, the below is recommended:

•  Trust the team: Whether it is your team or the employees at large, it is crucial to trust them. Even if you are not in their physical proximity, you should learn to trust employees and ensure they have the required resources and autonomy to work effectively. This will also reflect in the day-to-day management, the company policies and programmes by which the HR department abides.

Regularly touching base: Touching base with the stakeholders regularly is important for any organisation. It not only helps in building relationships but also makes the HR aware of the employee pulse. While communicating, make sure you are clear and concise and provide feedback regularly.

•  Communication channels: The channels of communication should remain open. Communication and regularly touching base with team members and employees, in general, are crucial in the virtual setup. Equally important is the channel that is used for communication. Use the preferred channel of communication that works for both parties, it could be emails, phone or chat software like MS Teams, Slack, or Google Meet.

•  Virtual connection: During the physical office days, water cooler chats and informal connections were common. Now in the virtual era, try to build these informal connections by having virtual coffee sessions or similar informal bonding opportunities. HR professionals can take the lead in normalising virtual meet-ups and virtual engagement initiatives as they are incorporated into the culture.

•  Disconnect from work: This is true for all employees as also the HR. You must define work hours with your manager. You should be organised and motivated to complete your work during these hours. Try to disconnect from work post these hours for your well-being and to cater to your personal priorities. HR cannot flag mental health issues in others and ensure employee well-being if they struggle with it themselves.

•  Flexibility: As an HR employee and a people manager, you will come across employees who are not able to adhere to regular office hours due to their own personal needs. It is the responsibility of HR to explore what could work in the interest of both the organisation and the employee, and provide opportunities for flexibility after understanding the specific conditions of the employee.

The remote working scenario is constantly evolving. While every challenge can be dealt with at length, accepting them as the need of the hour can go a long way in defining the new normal.