There are always challenges when it comes to finding and employing the best people. Classic recruitment techniques like in-person interviews were unfeasible after COVID-19, even though many positions needed filling.
Organizations have undergone a seismic change to adapt to the market and existing safety regulations by embracing virtual recruiting experiences. Discovered the obstacles and rewards of recruiting using a virtual medium. Hiring managers and recruiters are no longer restricted by geography in their search for top talent, and their rivals can do the same.
Virtual recruitment tools and techniques are needed to attract high-caliber individuals. In the blink of an eye, you may lose out on an excellent employee and go through many sourcing rounds to locate a replacement.
The Challenges of Hiring Remotely
Every recruiter’s objective is to attract the best candidates, but how can remote hiring’s benefits be maximized while its drawbacks are lessened? One method is to establish a great first impression and maintain that impression throughout the applicant process.
This includes having the proper recruiting technologies in place from day one. Candidates must be able to interview, communicate effectively, and be onboarded remotely (and securely). Increasing applicant engagement from day one is easier when friction points in your virtual recruitment techniques are minimized since this demonstrates to candidates that you value their input.
Strategies for Virtual Recruiting that Add Value
Remote employment seems to be here to stay. Virtual recruiting will undoubtedly remain a part of your company’s future. To create the most effective virtual recruitment strategy, consider using the following suggestions:
1. Leverage Screen Time
Use video conferencing to meet with your most promising applicants whenever possible. Depending on your preference, you may use GoRemote, Zoom, Microsoft Teams, or FaceTime. When people can see each other and react to nonverbal signs, they may quickly create rapport.
Also, don’t restrict yourself to only doing interviews. Offer teleconferences when applicants have queries that automatic AI systems can’t address. If a candidate refuses or cannot appear in front of a camera, that’s perfectly OK. Just let them make the decision.
2. Keep in Touch With Candidates Who Are Stuck in Neutral Situations
It might be easy to think that an applicant who seems to be stalling out is disinterested in the remote recruiting process. That’s an incorrect assumption. There’s a chance they’re having issues with a tech portal or don’t know where to look for assistance.
Reach out to those who have been stranded in the pipeline. Use the phone or send a personal text message or email to get in touch. You may remove them from consideration if they inform you they’re no longer interested. Alternatively, they may be grateful that you are concerned about their well-being. Remember that the virtual recruiting process may be a challenge for both the employer and the applicant!
3. Show Candidates What to Expect
Give candidates an overview of the virtual recruiting process to know what to expect from the start. The normal timeframes between stages are an excellent place to start. If you lay out a strategy in advance, you may allay candidates’ fears and help them form realistic expectations.
Inputting your candidate path map, you may also wish to construct a second one for your recruiting staff. Similar to the candidate’s map but including additional annotations. There are several reasons why this could be necessary, such as indicating what is going on internally between phases. Recruiters may utilize this information to better empathize with candidates if you offer specifics on how they are likely to feel during each application process.
4. It is important to invest in a virtual onboarding process
When a brilliant applicant accepts an offer, it may seem like the job is done, but that’s simply the beginning. If you don’t give a smooth onboarding and training experience for that new hire, he or she may leave.
The good news is… Virtual onboarding and training options are many. When it comes to training, 58% of employees prefer self-directed programs, according to a LinkedIn survey. You may also do one-on-one coaching through phone or video and live webinars and seminars.
Virtual recruiting doesn’t have to seem like the weaker relative of the usual in-person approach. You can master remote recruitment and land those unicorn candidates by harnessing recruiting technologies and taking a candidate-centric strategy.