Ultimate Guide to a Virtual Recruiting Success

Posted by Kruti Shah on March 19th, 2021

Digitization and tech tools have made our lives so easier that we can hardly imagine our lives without them. We are dependent on our tech and for all right reasons; these modern tech tools have introduced feasibility and ease in our lives. Recruiting which was never thought off as possible virtually is today performed effectively by organizations across the World. While leading companies adapted to approach of virtual recruiting for years now, it’s the outburst of COVID 19 that compelled the significant number of firms to consider virtual recruiting.

Virtual recruiting is neither easy nor difficult. It just requires an approach of adaptability and investment of specific tools. 

Here’s a comprehensive guide to your virtual recruiting process to get you started. Know everything about virtual recruiting here.

What is Virtual recruiting?

Virtual recruiting, as the name suggests, is recruiting activity performed through a virtual, online platform. As simple as that. The processes of traditional recruiting are modified to suit virtual needs. All the functions that were otherwise performed traditionally are now replaced with tech, digitized platforms and tech tool. However, for all the right reasons, Virtual recruiting is more effective than normal recruiting. 

Advantages of Virtual recruiting

• Access to a large candidate pool

Well, Virtual recruiting allows you to hire anyone, across the borders for their talent and skillsets. It simply removes the geographical barrier. Now, when you open yourself to the possibilities of virtual recruiting, you get access to talented candidates in abundance. 

• Virtual recruiting saves time

Imagine the time you would save in not calling every candidate up for a personal interview. A virtual interview saves time in sourcing and interviewing candidates. 

• Cost-effective

Apart from the tech cost, there are no additional costs associated with recruiting a candidate virtually. It saves a large chunk of the expenses to a company. 

There are numerous benefits one can avail from virtual recruiting. But like every coin with a second side, virtual recruiting also has some disadvantages. You may want to reconsider them before switching to virtual mode.

Disadvantages of Virtual recruiting

• It may pose difficulty in assessing their culture fit

Cultural fit is the most crucial aspect of the seamless working experience ahead. Now, it isn’t easy to assess candidates cultural fit through a virtual meet. You need to see your candidate in a real scene with your team within your organization. However, overcome this limitation by hosting an effective virtual meet. Let’s discuss that further.

• Virtual meet doesn’t have the charm of in-person meets

In-person, personal interviews are compelling. And so people may feel a gap of personal touch in virtual interviews. However, modern video tech tools have reduced the stark gap considerably.

• Can deprive the candidate of candidate’s experience

Candidate experience is quintessential and influences a candidate’s decision to accept or reject an offer. Virtual meet leaves some loose ends that aren’t great for candidate experience. As a company, you have to make extraneous efforts to offer a favorable candidate experience through the virtual meet.  

How can you make virtual recruiting a success?

• Invest in tech

Virtual recruiting is a complete failure if you don’t have tech tools to conduct it. That being said, invest in ATS software, Video call software’s, AI-enabled Chabot and many such requisite technologies. Here’s how you balance the delicate art of shifting from traditional to virtual recruiting with ease.  All in all, if you have the technology to support, the transition can be smooth and effective.

• Train your team

You need to train a team with the use of technology and software of seamless recruiting. Always remember, the motive for virtual recruiting is also to create a good candidate experience. 

• Pre-plan

Don’t take virtual interview lightly. Consider candidate’s availability, comfort and ease when virtually recruiting. Schedule an interview when it’s most convenient for both, interviewer and candidate. Inform the candidates if they need to download any specific video application. Inform the candidate about interviewer well in advance, so that they can get to do their research appropriately. Offer them alternatives to connect with the interviewer on social platforms like LinkedIn or Twitter. 

These things would allow candidates to prepare themselves for the big interview.

• Be available

Keep your support team always ready. A Chabot can offer ease to both candidates and your backend team. Let the candidate know that they can connect with you whenever the need arises. Also allow them to get in touch with you through emails, phone calls and texts. This personal touch eases the tension caused by virtual recruiting. 

• Make them meet your team

When you schedule an interview, involve your team. Introduce your candidate to your team. Offer them a virtual tour to your workplace. Do everything you would while recruiting a person traditionally.

• Conduct virtual assessment tests

You can adapt various analysis tests to assess a candidate’s skills and knowledge. Give them sufficient time to complete those tests. Always check their schedule so that you never intrude them.

• Conduct career events

Virtual career events are more cost-effective than traditional meets. All you need is a proper video tool to support your meet. 

As mentioned earlier, virtual meets aren’t hard. It’s all about adopting the ways, in which it can be most effective. 

Check this fantastic guide for more detailed insights.

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