en

Contact Us

Truly global and proudly local, we've been serving Australia for over 25 years with offices in Adelaide, Brisbane, Melbourne, Perth, and Sydney.

Get in touch
Jobs

Our industry specialists will listen to your aspirations and share your story with Australia’s most prestigious organisations. Together, let’s write the next chapter of your career.

See all jobs

Exclusive recruitment partners

Explore the opportunities from a range of organisations that exclusively partner with Robert Walters for their hiring needs.

Learn more
Services

Australia's leading employers trust us to deliver fast, efficient hiring solutions that are tailored to their exact requirements. Browse our range of bespoke services and resources.

Read more

Capability Statement

We offer a range of services that we have perfected over time, yet we embrace all challenges without exception. Share your talent challenges with us and together we will find the solution.

Learn more
About Robert Walters Australia

G'day! For us, recruitment is more than just a job. We understand that behind every opportunity is the chance to make a difference in people's lives.

Learn more

Work for us

Our people are the difference. Hear stories from our people to learn more about a career at Robert Walters Australia

Learn more
Contact Us

Truly global and proudly local, we've been serving Australia for over 25 years with offices in Adelaide, Brisbane, Melbourne, Perth, and Sydney.

Get in touch

Top tips to make a hiring decision without the physical handshake

Creating the right connection with a candidate, as well as assessing their cultural fit and technical capability, is key to making the right hiring decision. But how can you feel confident when making an offer to a candidate that you’ve never met face to face?

Here are our top tips to tackle the final hiring decision when taking on the challenge of doing it remotely:

1. Be creative

Every candidate will be prepared for commonplace interview questions and whilst these should still be included, by asking questions in a creative way you will be able to truly understand how a person thinks.

2. Don’t be afraid to challenge

Put the candidate in situation where they are more likely to show their true selves. You don’t want to intimidate them, but by outlining a challenging situation that they may face in their new position, you’ll get a sense of how they would handle it and whether this sits well within your team.

3. Make eye contact

When you are on video, you need to make sure that you are looking at the camera instead of the candidate when you are speaking. It is still appropriate to smile and nod as you are listening. Gestures are still appropriate to show that you are engaged with the candidate, but remember that some of your hand gestures will be out of frame.

4. Allow your employees to help

You are not the only person who is going to have to work with this candidate. There is likely already a team of employees you trust that will have to interact with him or her every day. Whilst you don’t want to bombard the prospective candidate, 70% of employees said that dedicated cultural fit interviews should be a part of the interview process so  by introducing them to a few of their potential peers in the final stage of the hiring process – even if it’s with a glass of wine on a Zoom call – could help both you and the candidate decide on whether they will be a good fit for the team.

5. Don’t forget it’s a two-way street

As with a face to face meeting, you and your brand are also being assessed by the candidate in an online interview. Is often a candidate’s first impression of an employer, and will effect how they interact with the company in the future. To promote the brand image and integrity of your organisation it’s important to manage the interview process carefully, allowing time to take questions from the candidate and importantly feeding back to them on the timelines agreed from the outset.

Share this article

Useful links

Submit a vacancy
Salary Survey
Hiring advice
Get in touch

Find out more by contacting one of our specialist recruitment consultants

Related content

View all

Building an attractive employee value proposition (EVP)

Attracting and retaining top talent is a strategic imperative for businesses of all sizes. It is vital to identify your unique strengths and advantages and effectively communicate them to potential employees. A compelling Employee Value Proposition (EVP) serves as a powerful tool in achieving this g

Read More

Social media in the recruitment process

Many organisations look to social media to add another dimension to their recruitment and attraction strategies. However, despite their huge numbers of participants, social networks are still immature in terms of business models. A good social media approach begins with knowing where your target aud

Read More

How to avoid bad hires

Hiring the right person for a role is never easy — but dealing with the fallout from a bad hire can be even more challenging. We asked our experts to share the red flags to watch out for… A bad hire can be a significant financial cost for a business and in terms of morale and productivity the real c

Read More

I'm Robert Walters Are you?

Come join our global team of creative thinkers, problem solvers and game changers. We offer accelerated career progression, a dynamic culture and expert training.