Do we still need to recruit in person?

Recruitment: Lighthouse Personnel

COVID forced us all to adapt quickly to remote hiring. Video interviews became the norm and virtual onboarding was suddenly standard practice.

As we’ve transitioned into post-COVID working, many businesses have kept the best of both worlds.

Today, it’s common for a first-stage interview to be conducted via video call. It saves candidates from having to awkwardly sneak out of their current employment for a ‘dentist appointment’, while conveniently and efficiently helping businesses filter out unsuitable applicants.

This early-stage digital screening is also a great way to break the ice – a professional ‘meet and greet’ if you will.

Of course, some organisations still offer fully remote hiring – bringing in new talent without ever meeting candidates in person – but while this might work in certain situations, there remains something irreplaceable about face-to-face interaction during the recruitment process, especially when it comes to final-stage interviews.

Keeping it ‘human’

From our experience, candidates largely still want to visit their next employer in person before accepting an offer, sometimes finding it concerning to be offered a role without any face-to-face contact. They want to walk into the workspace, get a feel for the culture and meet the team they could be joining. It helps them to make informed decisions, while also demonstrating the employer’s commitment to getting the right fit.

At Lighthouse Personnel we too see in-person meetings as essential to what we do – not just for candidates but also when meeting with new employers. While we can onboard new clients virtually, we rarely do unless they’ve come to us via a trusted referral. Visiting a client’s office gives us invaluable insight into the team dynamics, environment and culture. Trying to recruit for a role without seeing the workspace is like shooting in the dark – you miss too much.

In conclusion

In recruitment, human interaction still matters. Face-to-face conversations provide context, build rapport and often reveal what a CV or algorithm can’t.

Yes, AI is brilliant for improving efficiency – it’s making recruitment more data-driven and less admin-heavy – but it also risks making the process too clinical. You lose the nuance and gut feel, and could potentially miss out on those wildcard candidates who don’t tick every box on paper, but turn out to be absolute stars.

So, while the digital world helps us work smarter, it shouldn’t replace that personal touch.

If you’re hiring and want to get it right the first time, give us a shout. Let’s meet, talk and find the right people, together.