Hannah Louise CoxHannah Louise CoxJune 25, 2020
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7min1563

Hannah Louise Cox is Executive Search Consultant at Douglas Jackson and a Judge at the UK Digital Experience Awards 2020.

Read about Hannah’s experience at last year’s UK DXA.

 

Times have certainly changed in these last few months and we are living in an unrecognisable world now for sure. However, some industries and businesses are still functioning as normal, and some are even growing.

I have still been hiring during lockdown and have some tops tips and practises to share of how I have been working with business leaders to do this successfully during the lockdown period.

Video calls and conferences have now become a part of everyday life for us all and have certainly been invaluable in the virtual recruitment process. Zoom, Microsoft Teams, Skype, Facetime, WhatsApp, the list is almost endless of the technology available to us to facilitate the virtual world that we find ourselves now living in. Rather than meeting face to face, the majority of businesses are now fully au fait with the use of video calls for internal meetings and external meetings. The virtual interview process has become ‘the norm’ during lockdown.

Video introductions from candidates to accompany CV applications have also been utilised. Some businesses have been using one way video applications with huge success. The technology has always been at our fingertips and for many weeks now it has been the best way to stay in touch with others and continue to do business.

However, please do proceed with some caution as some people are still not comfortable using video, and you wouldn’t want to rule out a super star candidate just because they are not completely confident in using this. Remember that video to the extent that we are now using it is still in its infancy. A lot of people are still learning and practising.

In many instances, there can never be a replacement for face to face contact. However, video communication has been an excellent ‘second best’. I have had some processes conclude purely through video and have candidates waiting to start who have never met their new line managers in person and have not yet visited their new office premises.

In these instances, it is quite critical that close contact is maintained after offer between a client and candidate, so that the candidate feels welcome and engaged with the business, enabling the relationship to flourish before the new employment starts.

As great as video is – and clearly it has been and will be moving forward an absolute necessity – we do have to remember that, although outwardly we are communicating with the world, inwardly we are still isolated in our homes, or wherever else we may have been locked down, and so additional contact and care to build and maintain that client and candidate relationship is often very much appreciated.

The likes of Glassdoor and similar platforms give great insight into organisations’ cultures and have been really helpful. It would be a great idea to keep on top of online reviews because potential candidates will be doing their research before applying for a role within your business.

We have seen a much bigger uptake on our online behavioural profiling tool. This is an extremely useful tool for us to establish desired behaviours from the client and assess culture, and then also to match this against the potential candidate’s core behaviours. Cultural fit is exceptionally important and in the absence of onsite meetings, this has proven to be a great solution for us with many benefits.

Some processes have progressed to preferred candidate status virtually and then have had last stages inviting people into office premises social distancing, with hand gels and temperature monitors on doors. With some of the restrictions being lifted now, we can look at mixing and matching video and face to face to suit the needs of a Hiring Manager and wider business.

I absolutely believe that businesses that are willing to take the leap and be confident enough to join the likes of Amazon, who have been hiring virtually for many years, display innovation and forward thinking and this, in turn, will attract a higher quality of candidate, as well as reducing the time to hire significantly. In fact, there are numerous benefits to running virtual processes.

Effective and efficient recruitment and onboarding has been and will be critical moving forward as we move into a world where Customer Experience is quite likely to be even more important than before.

Candidate care and providing a great Candidate Experience is achieved by giving that extra personal touch, and if this has to be done virtually rather than face to face, then we move with the times and adapt accordingly.

Good luck with finding your business’ ‘new normal’, and I definitely recommend that you join other businesses in at least looking at the benefits of running virtual recruitment processes. The opportunities really are endless and this could be where you begin to attract an even better quality of candidate to your business.


Hannah Louise CoxHannah Louise CoxOctober 14, 2019
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4min2161

Hannah Louise Cox is Executive Search Consultant at Douglas Jackson, and earlier this year joined the judging panel at the 2019 UK Digital Experience Awards.

Here she tells CXM of her experience, and the benefits of judging at industry awards events such as those hosted by Awards International

 

Hannah Louise Cox accepts her Outstanding Contribution to Judging Award from Awards International CEO Neil Skehel

First of all, I have to say, what a wonderful industry we work in!

The customer industry, where there is a real focus on people – customers and employees. So much great work is done for the good of people, and it’s great to be involved in it. 

Judging at the UK Digital Experience Awards has given me a fantastic opportunity to learn more about our wonderful industry and to discover, from grass roots level, some of the changes that businesses have made in order to serve people better – both customers and employees!

We see very compelling entries, from smaller businesses which compete against household brands, to the achievements of some of the larger corporate organisations – breaking down internal silos and really utilising influencing skills and working collaboratively to achieve great results.

What amazes me most during these prestigious events is the passion that people have about their businesses. Passion about other people – customers and employees – and about technology.

Passion about ideas, from conception through to delivery, and of course about the impact they have made. People love to make a difference, and our industry certainly has some very capable and inspirational leaders of people to spearhead change.

However, never in my wildest dreams did I ever expect to be on the receiving end of such an award myself, but at this years’ UK Digital Experience Awards, I did indeed pick up an award, Outstanding Contribution To Judging.

Receiving such an accolade is definitely one of my proudest moments. I wasn’t expecting this at all, and when Neil Skehel, CEO at Awards International, came to present my award to me, I was overwhelmed with emotion.

I am so honoured.

I cannot emphasise enough how valuable I find judging at these events, and I would highly recommend looking into it. So, if you are deliberating, please do get involved!

I’m certain that you will find the experience as fulfilling as I have.

Judging positions are now available for the 2020 UK Complaint Handling Awards in London next March. Click here for more details.




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