Virtual Hiring: The Most Preferred Recruitment Technique Amidst Pandemic!


A significant recruiting challenge faced by organizations post-COVID-19 that has undermined their continuity plans is their inability to achieve successful hiring due to pandemic-led movement restriction. To bounce back and overcome this challenge, businesses are turning increasingly to cutting-edge virtual hiring solutions to keep their recruitment functions running efficiently, even during these uncertain times.

The virtual hiring and onboarding of candidates that have garnered prominence during the COVID-19 pandemic are likely to persist even after we recover from this, as it has proved to be beneficial for both businesses as well as employees. According to HR experts, organizations are open to embracing a hybrid recruitment model in the future and may not entirely revert back to the traditional offline recruitment process. Through tech-based virtual recruitment efforts, companies could initiate all the recruitment functions in real-time without breaching social distancing protocols.

How to Make It A Successful Hiring Process?

There may be a few important factors to consider to pump up the possibilities of developing a strong virtual recruitment process – all of which rely heavily on your company’s requirements, size, and abilities. Here is the list of some essential steps to help you with:

  1. Abide by Law

One approach to eliminate implicit bias is to incorporate blind selection criteria, such as blind resume screening, into your recruitment process. This is only one of the numerous ways to ensure your recruiting strategy is free of all the bias. Also, while you’re recruiting from different nations, you need to ensure legal compliance, as local labor and privacy regulations may vary.

In addition to this, while using recruitment tools and gathering data online, make sure your approach is compliant with the EEOC guidelines. This means you are not liable to filter candidates based on their disability, age, gender, marital status, religion, race, at any stage of your recruitment cycle.

  1. Evaluate The New Software Against Your Tech Tools

When you are introducing a new tool, evaluate whether it integrates with your existing tools to create a streamlined, automated recruiting environment for recruiters and hiring managers. Analyze whether this new hiring technology has all the required features to effectively execute the recruitment process.

For instance, if you plan to conduct one-way video interviews, does your existing tool support the need, or will you have to implement new software? Do you have the option to upload some videos in the assessment to give candidates a glimpse of your company culture and values? Do your existing tools support your plan of conducting a virtual recruitment event?

These checkpoints will guide you in anticipating your needs and developing the action plan accordingly.

  1. Be Open To Customizations To Enhance Candidate Experience

Virtual recruiting may be an uninvolved process, sometimes leaving applicants uncertain where they are standing. Typically, this is because of a lack of personal interaction and feedback. But just because you use automated and interactive techniques to track prospective candidates doesn’t mean you can’t make them feel inclusive.

But just because you use automated and interactive techniques to track prospective candidates doesn’t mean you can’t make them feel inclusive. So, by keeping candidates aware of what the virtual recruiting process looks like and providing them the visibility on which stage they are currently at, you will be able to create a more transparent environment.

  1. Keep Them Informed About The Job Role And Company Culture

We have already implied that virtual recruiting does not enable you to organize on-site job trials or assignments and let them experience your company culture in-person. However, by offering an intuitive virtual environment, you can easily overcome this hurdle.

For example, you could take candidates to explore your workplace virtually, make them ‘meet’ different team members, and get them to perform activities that mirror the nature of work they’ll do on the job when onboarded. During the interviews, you should also pay close attention to your cultural representation and come up with innovative ways to build a strong cultural image of your organization in your candidate’s minds.

  1. Promote Virtual Career Events

Technology has made almost everything possible today! Even traditional career fairs can be digitally hosted these days. Digitizing these affairs is a great opportunity for applicants to get an interesting glimpse into the organization’s culture.

Not just that, but virtual recruiting processes tend to be easier and usually more open than conventional in-person instances with access to wider pools of talent. Also, make sure that you schedule compelling content and promote the event extensively in advance to ensure a fair turnout.

Bottom Line:

It is reassuring to know in times as uncertain as these, technology helps to stay connected with the new candidates and execute this process smoothly. Virtual recruitment has the ability to modify the recruitment process and helps you to easily screen and hire candidates.

We hope these tools will support you and your recruitment team over the weeks ahead while you continue to adapt to the new normal.

Raj Hirvate
Hi, I'm Raj Hirvate and I am a Tech Blogger from India. I like to post about technology and product reviews to the readers of my blog. Apart from blogging i'm a big Anime fan I Love Watching Naruto, One piece and Death Note.

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