During the Covid-19 pandemic, people were isolated on their premises and not allowed to go outside. The whole world was affected by the adverse effect of the pandemic. Numerous people lost their jobs due to the fall of businesses.
As a result, virtual recruiting boomed as it provided skilled talent to get a job and start working from wherever they were. Talent acquisition professionals and recruiters started adapting virtual recruiting to hire potential candidates without losing their time and money too much in the process.
There were many ways to do virtual recruiting, for example, advertising Job ads on multiple social media platforms and job boards, virtual career fairs, Voice-call and video interviewing job seekers, employee referrals, and using a recruitment chatbot. Many companies started the virtual recruiting process using various AI-based tech and tools.
Now, suddenly a question pops up in your mind: What is virtual recruiting, and how can recruiters implement it to reap the maximum benefits of this process?
Virtual recruiting is a process of hiring talented individuals in an online mode, without in-person interaction between the hiring team and the applicants. This process can be accomplished effectively by utilising various online tools and technology. Let's learn how recruiters implement it.
6-Steps Strategies of Virtual Recruiting
1. Define & Acquire the essential technology to do virtual hiring
Before executing virtual hiring, recruiters must enlist software tools to conduct this process effectively. They will use emailing and video-interview tools generally. To make it more efficient, they must employ other tech-friendly tools to ease the process and maintain a good candidate experience. Here’s a list of some valuable tools for digital recruitment.
Virtual recruiting event (job-fairs) management tool
Candidate Relationship Management (CRM) software
Skill assessment tools
One-way video interviewing tools or real-time video interview tools
Document verification and virtual onboarding systems
Digital signature tool
Applicant report and analysis system for feedback
2. Strategic virtual events for job advertising are vital
Conduct virtual events which are informative and educational, an event which adds value to your audience (Job seekers). Display the company's highest value and excellent work culture by showing your current employee talking about it.
The hiring team can also discuss how the company started and grew over the years in these virtual events. Demonstrate how interested candidates can apply for the job and provide information about the procedure of the recruitment stages. At the end of the virtual session, do Q&A.
3. Online assessment test and voice-call interview
By taking assessment tests of registered applicants, recruiters can examine the candidates' technical skills. Recruiters can understand the weaknesses and strengths of the applicants. These days numerous online tools are available in the market. For instance, Adaface is an AI-based testing tool for software roles, and Highmatch evaluates applicants’ personalities, cognitive aptitude, and situational behaviour.
Moreover, by interviewing candidates over voice calls, recruiters can measure communication skills, as it is an essential skill to grow as an individual.
4. Conduct face-to-face video interviews
Divide this stage into two parts. The first will be a technical interview round to measure the crucial skills needed for the role. The second will be an HR round to check the face-to-face communication and ethics of the candidate. Recruiters conduct a one-way video interview where candidates record their answers. Later, recruiters can evaluate those answers.
Recruiters and hiring teams can use online facilities (such as Qualifi) to speed up the process, automate scheduled interviews, provide additional time to source the right candidate, and focus on more critical tasks.
5. Feedback response and onboarding
Recruiters must ensure that every candidate (either selected or rejected) gets feedback on their application status. It is essential for the company's reputation and increases positive candidate experience.
Afterwards, the recruiters can start the virtual onboarding process by collecting the essential documents, verifying them, sending them welcome mail, and communicating about the training they will undergo.
6. Legal concerns to keep in mind while virtual recruiting
Hiring teams or recruiters need to confirm that the virtual hiring process is unbiased and has a neutral stance for each applicant. Also, they must ensure that they are maintaining the legal hiring process by following EEOC guidelines and equality acts.
Maintaining a legal hiring process indicates that hiring teams evaluate applicants solely based on their qualifications and required skills. They are not rejecting candidates based on age, skin colour, disability, nationality, gender (including sexual orientation or pregnancy), religion etc.
The process must be fair to every candidate applying, so recruiters must ensure that their team follows non-discriminate practices while hiring online.
Recruiters must be aware of about legal recruitment concerns of various countries, so they follow that particular country's local labour and privacy laws during virtual hiring. For example, recruiters must follow the GDPR law while hiring from Europe.
Why has Virtual Recruiting Become Trendy Nowadays?
Virtual recruiting became the talk of the town after the Covid-19 pandemic because of the advantages it offered to recruiters and job seekers. A survey conducted by Upwork found that 73% of individuals from all teams will work remotely by 2028. Let's see the benefits of hiring in an online mode.
In this modern and fast-paced era, time is an asset for every company. By utilising virtual recruiting, recruiters and hiring teams can save a lot of time in the more time-consuming stages, such as pre-screening the candidates, checking thousands of resumes to find which are suitable for the role, and interviewing the candidates.
Also, the hiring process in an online mode will remove the geographical barriers, and it will save commuting time and money for the candidates. Multiple job advertising platforms bring diverse applicants, as virtual recruiting allows recruiters to post a job on various social advertising platforms and job boards. Hence, Recruitment marketing channels to broadcast job Ads will expand, which will immensely benefit recruiters to create a vast talent pool of potential talent. In addition, hiring teams and recruiters can fulfil their DEI (Diversity, Equity, and Inclusion) goals in the hiring process. 76% of job seekers and employees said company diversity is essential while accepting a job offer. (Source: Glassdoor)
Candidates' experience is essential in the recruiting process for the company's reputation. Job seekers can apply for the role with just one click and submit their application.
The applicants will receive 24/7 automated responses to the common questions via Chatbots, an essential tool for virtual recruiting. Also, they can track their application and know the current status of their application via systems such as Applicant tracking systems (ATS).
To sum up, Virtual recruiting has become famous because of its flexible and easy-to-use features, which shorten the recruiting process and make it more efficient and accurate. Let's look at a real example of why virtual hiring is famous among recruiters. Brazen - talent acquisition and HR solution providing company, surveyed virtual recruiting's demand and found that 96% of recruiters agreed to use virtual recruiting to hire, even after the pandemic.
Indeed, virtual recruitment will transform the traditional recruitment process majorly. Therefore, virtual recruitment is a beneficial asset for companies. They must update the conventional recruiting process to virtual recruiting using AI-based tech and tools such as recruitment Chatbots. This approach will bring the right candidate for the company's growth in this era of cut-throat competition.