Virtual Recruitment Guide: Streamline Your Hiring Process

The hiring process will undergo a significant transformation in 2023. People no longer walk around holding their resumes or waiting for HR to call them in for an interview. The traditional hiring methods are no longer in use! Is the internet, software, technology, or digitization responsible for the new hiring practices? The corporate sector has evolved into a digital hub.

We have moved beyond physical limits. From virtual conferences to online hiring, we are no longer limited by space limitations. Virtual recruitment increases efficiency, reduces human effort, and allows for a global reach.

Online recruitment is now the norm. Now, computer-simulated software facilitates hiring around the world. Known as the "virtual platforms," this virtual environment allows employers to reach out to distant locations and find qualified candidates. Let's explore the process of virtual recruitment to gain a better understanding.

Virtual Recruitment: What Is It?

A virtual recruitment process is an online recruiting procedure conducted via a platform. This platform allows for multiple brands of employers to advertise and gather jobs. Virtual recruitment occurs mainly for large-scale recruitment. This type of recruitment allows job seekers to sign in online at the job fair and apply for the desired roles.

Recruitment technology helps employers in all recruitment phases, including resume collection, candidate screening, interviewing short-listed candidates, and onboarding final employees. The hiring manager can then use the matching algorithms to find the best candidate. The platforms allow hiring managers to:

Job fairs online
Career fairs online
Onboarding new employees
Recruitment in-house

Instead of attending physical events, attendees can connect online with companies from all over the globe. Face-to-face interactions are replaced with zoom-integrated video/audio conferencing. There's more. We will inform you and educate you on the subject of virtual recruitment.

Virtual Recruitment: Why Is It So Popular?

Virtual recruitment has become a widespread practice among employers. Virtual recruitment replaces old HR recruiting methods in small and large businesses. The popularity of virtual recruitment is growing for many good reasons:

Virtual platforms take on the burden of large-scale recruitment.
They can overcome all the physical restrictions of travel and accommodation.
Candidates from all over the globe can access online job fairs.
That helps you save money on the cost of venue rental, staffing, food, and other resources.
Virtual venues that are life-like ensure you don't miss anything.
Animated avatars of company representatives bring life to virtual spaces.
Integrating social media with your fair will help you reach a wider audience.
Access to the talent that would fit perfectly in your organization.
Automation reduces human effort to a couple of clicks.
Adopting the same recruiting practices as your company culture.
Reduce the hiring process from days to hours with a time-efficient approach.
Live interaction tools and other engagement methods.
Virtual venues with customizable lobbies and halls.
The system can gather a lot of candidates, allowing for high-volume recruitment.

Virtual Recruitment Is a Process

The process of virtual recruitment involves hiring online. A virtual platform is used to plan and execute the entire hiring process. That is the most effective way for employers to find suitable candidates. Online tools and tech are helping organizations improve their hiring processes. Many reasons have led to a change in corporate hiring. Wondering how? Learn more about virtual recruiting.

How to Ensure Your Virtual Recruiting Process is a Success

It would be best to keep several things in mind to increase your odds of building a successful virtual recruitment process. These factors include the size and capability of your business and your needs. It goes without saying that the better the technology you can access, the greater the number of options available. We have some tips for you on how to hire virtually:

Respect the Law

You must follow the law whenever you collect information online or use technology to recruit. It is essential to follow EEOC guidelines. You also have to make sure that your recruitment process is not discriminatory following the Equality Act.

At no point should you filter candidates out of your recruitment funnel because:

Age
Disability
Gender
Marriage Status
Race
Religion

Blind hiring principles, such as blind screening of resumes, can help reduce unconscious bias. You can remove prejudice in your hiring process by introducing blind resume screening. You should also consider the local laws regarding labour and privacy if you are recruiting in multiple countries. If you are recruiting in Europe, for example, ensure the tools you use to recruit your candidates comply with GDPR.

Your Recruitment Technology Stack Needs to be Adapted

You may need to adapt your new virtual recruitment technology stack. It is essential to check if the software has all the required capabilities. If you plan to use one-way videos, will your current tech allow you to do so, or will you have to install new software? You can upload videos of your company to the assessments you create to help introduce your culture and organization.

When implementing new software, ensure it is integrated with your ATS. That will create an immersive virtual experience for both recruiters and job seekers. Consider using virtual recruiters to help you with higher numbers of applicants. It can be programmed to respond to frequently asked questions or direct candidates where to find help. That is a great way to reduce your team's workload and provide immediate responses to all applicants.

Candidates Should be Allowed to Experience both the Work and Company Culture

Virtual recruiting is only sometimes possible. It isn't easy to invite candidates in for an on-site job interview or assignment and let them get a feel of your work culture. You can still overcome this obstacle by offering immersive virtual experiences. You could, for example, take the candidates on a tour of your office and have them "meet" various team members. Then, ask them to perform tasks similar to the work they will be doing on the job.

During the interview, you should pay particular attention to how your company's culture is presented. Use stories and examples to help your candidates form a mental image of it. That will help you determine if the candidate is a fit. Early in the hiring process, candidates can also evaluate whether or not they are interested in your offer.

Consider ways you can bring virtual job assignments or trials to life. You can use take-home assignments with time limits or situational judgment tests in your online assessments. That is an example of an SJT in the QSR industry (quick service restaurant).

Keep all Candidates Updated at Every Stage

Candidates often feel uneasy about their status after a virtual recruitment experience. It's usually because there is no personal interaction or feedback. But just because your screening process is digital or remote, it doesn't necessarily mean you cannot add a personal touch.

As a result, you should inform candidates of the virtual hiring process and where they are at. Tell them in advance what you plan to do and how to prepare. Introduce the interviewer to the candidate. You can arrange this through email. It allows them to research the interviewer beforehand and helps put their mind at ease.

Automate recruitment communications with tools like candidate relationship management, email marketing, and pre-employment tests. Sending relevant information to your candidates based on their stage in the recruitment process or the hiring manager's name is a great way to automate communication. Give candidates the option to contact you through their preferred channel, social media, or email.

Career Events That Will Transform Your Career

Modern technology makes everything possible! Virtual job fairs and traditional career events are now possible. Suppose you're equipped with the necessary technology. In that case, hosting everything from networking events to open-office days online is possible. That is an excellent way to give candidates a glimpse into the culture of your business. Virtual hiring is cheaper than in-person events and more open to a larger pool of applicants.

Prepare engaging content beforehand and heavily market your event to ensure a good turnout. It is recommended that you have a range of members from your team appear during the live event to give candidates a chance to "meet" the team. You can also host Q&A sessions to get your staff talking and identify potential hires. It's a great way to engage your audience and identify attendees with the right pulse.

Join the Virtual Recruitment Platform

Partnering with a virtual recruitment platform is the first step in organizing online recruitment. Virtual events platforms handle all the hassles, from setting up an event to making it live:

You can create a digital replica of your office building.
Virtual walkthroughs of lobbies, halls, and other areas in 3D animation.
You can navigate the platform using navigation buttons.
The same employer can set up multiple booths.
Customized booths according to employer brands.
Employers create their job boards.
Chat with visitors at the booth via live chat.
Webinars can be hosted live, on-demand, or recorded.
Real-time analysis of the progress of an event.
Live customer service is available 24/7.
Live alerts and notifications of events can assist attendees.

In general, it has become an all-in-one shop for employers worldwide.

Want More Information About Our Services? Talk to Our consultants!

Virtual Recruitment Strategies

Virtual recruitment allows employers to implement their entire recruitment philosophy in a job fair. Candidates can submit their CVs to their booths. They can then engage in a live, one-on-one chat with employers or a group chat to learn more about open positions. Employers use job-matching technology to select the best resumes. On the other hand, the employers will interview the short-listed applicants to determine if they can offer a position.

You may be wondering what the difference is between this and physical hiring. You can join the job fairs from your sofa instead of interacting with people in person. The job fairs are similar for recruitment. AVirtual recruitment strategy is a great way to reach a wider audience and help employers locate the best candidates. Physical events limit your search within your city or locality. Remote work not only promotes remote culture but also creates excellent career opportunities. To better understand this process, you must first familiarize yourself with virtual recruitment software:

Virtual Recruitment Software

The software for virtual events streamlines remote recruitment and employee onboarding. Multiple employers can post jobs simultaneously using the technology. Attendees can connect to multiple recruiters and find suitable roles.

Each employer will display the available positions and interact with candidates at their booth. Webinars are also scheduled to present live. That allows employers to guide and educate candidates about the company's culture, job functions, employee benefits, or even company projects. The keynote speakers also address candidates with helpful information to help them make career choices. It allows employers to create and store resumes. The information can be accessed every time the company opens its hiring process.

Advertise Jobs on Job Boards

Virtual platforms help employers streamline their hiring processes by allowing them to present themselves in the best possible light. At first, employers will advertise their jobs in the exhibitors' booths. As each employer responds to applications on their job boards, the event turns into a recruiting hub.

Candidates can interact with employers at the event and send their resumes as soon as they arrive. The booths are more attractive, and the interaction between candidates is enhanced. The booths primarily display informational content about the position and the employer. Here is where applicants are hooked.

Attendees can easily find a company by searching for their job advertisements. The attendees receive a listing of available jobs and can apply instantly. Employers can also view the applications for each listing and use job-matching technology to find the best candidates. Then, only the candidates with profiles that match the position are selected for an audio/video interview.

Conduct Screening Interviews

Resumes need to convey a clear picture of a person's expertise or potential. It is better to talk 1:1 with short-listed candidates. That concept has been introduced previously, as you can conduct audio/video interviews with candidates on a virtual platform. You can learn more about an applicant and whether they are a good fit for your company. Most employers prefer video chats to see candidates face-to-face. Some people prefer to chat in depth using audio chat. You learn more about the candidate than what their resumes can convey.

Educate Attendees on Job Roles

Candidates joining your organization from other countries may need to be made aware of how prestigious you and your organization are. Visuals or videos will not be able to speak for your company. Employers can also engage in recorded or live webinars. The presentations cover company culture, the job role, employee benefits and incentives, the work model, and the founder's vision.

Candidates can make an informed decision about their application if they have the information available. Either they apply or find out about possible employers. The webinars are informative and engaging throughout. It is the interactive nature of the webinars that motivates the attendees to take part in them and find out more. The keynote speakers usually spark discussion and encourage participants. Live engagement can be facilitated in the following ways:

Participants participate in live sessions of Q&A.
Attendees are encouraged to express their opinions through live polling.
Attendees are more interested in live quizzes when they're offered.
Participants can interact with each other via group or 1:1 chat.

The Remote Team

Onboarding begins once the screening of employees is completed. The virtual platforms allow employers and hiring managers to quickly onboard new employees. You can complete your recruitment process on the virtual platform and welcome new employees. Online training is used to integrate remote teams into company staff.

First, remote teams become familiar with company culture. Then informative webinars are conducted to further educate, train, and guide the employees. A few teams opt for a webinar on-demand to learn more about job roles. A virtual platform is your best partner for bringing on skilled remote workers.

Social Media Channels to Integrate Employer's Brand

Your recruitment should be done online to increase your audience. How would you go about reaching a global market? Marketing the employer brand internationally is one way. Digital marketing is growing in popularity. Social media is the easiest way to connect with your audience. Your event can be promoted on Facebook, LinkedIn, or Instagram or post it directly on your site. Pop-up website ads are considered the most effective way of registering attendees.

List the event in event listing platforms to get a wider audience. It would ensure that your company is known globally and increase website traffic. Your employer brand should include your vision, mission, hiring needs, employee roles, work-life balance, benefits, and more.

How to Recruit With Virtual Recruiting Days?

VRD can help you if your organization wants to expand its employer brand. Our virtual platform, which has years of expertise in this field, helps organizations hire top talent worldwide. You can attract the best talent by maximizing your reach. The recruitment event software allows employers to create a virtual career fair, virtual recruitment, or in-house recruitment. Here are some tips for hosting recruitment with us:

Demonstration for recruitment events.
Hire your VR team at our VR platform.
Create your own virtual office in 3D.
Make your event landing page informative and engaging.
Register attendees for an event.
Organize the event using multiple employers' brands.
Attendees at the exhibitor booths can be engaged, and resumes collected.
Use job matching to select the best candidates.
Live audio/video interviews to engage attendees.
Remote teams can be trained, and boarding is made possible.
Real-time analytics on the event's progress.
Event experts are available 24/7 to provide constant support for customers.

We are implementing the best strategies for hassle-free recruitment. By using an online event platform, you can save time and money. Your employer brand will be the buzz of town with a virtual presentation.

Virtual Recruiting has Many Advantages

Virtual recruitment is becoming more common. That is especially true when there are social distance measures involved. Let's look at the benefits of virtual recruitment:

Continuity of Recruitment Even When Difficult Circumstances

COVID-19, as we have already mentioned, has highlighted the importance of remote hiring. This pandemic forced many teams to work remotely. You can still hire new employees by using a virtual recruiting process. You can continue to filter candidates through your funnel as long as you and the applicants maintain a steady internet connection.

Save Time and Protect Schedules

Virtual recruitment allows you to screen many more candidates faster, mainly when you use one-way videos and online tests. Even traditional video interviews can be scheduled more flexibly to suit your schedule.

Reduce Recruitment Costs and Expenses

With a well-designed virtual recruitment process, you can automate many manual tasks. You can optimize and streamline the process, ensuring your money is spent on the most qualified candidates. Your company can also reduce costs by reducing the cost of interviewing candidates from out of town, and especially their travel expenses.

Open More Doors and Minimize Bias

A consistent recruitment strategy is possible by streamlining virtual efforts. Giving each candidate the same opportunity and reducing hiring biases is essential. You will come across some deserving candidates that may have been overlooked.

Virtual Recruiting Its Limitations

The coin has two sides. Virtual recruitment offers many advantages. However, some people still prefer to conduct face-to-face interviews and would not want to continue with remote recruiting following the COVID-19 epidemic. Virtual recruiting is a good thing. What are challenges that, with some careful consideration and thought, could be addressed with a hybrid recruiting approach?

Culture Fit is Harder to Assess

It can be challenging to gauge whether candidates fit your culture without introducing them into the office and introducing them. This mismatch can lead to early departures. They may accept the position only to discover that their workplace or team is not suitable for them.

Many entry-level positions are affected by early turnover due to misaligned expectations of candidates. Recruitment software, such as, allows you to display your company's culture and evaluate the fit between a candidate and a job before sending a job offer.

Candidate Experience May Suffer

Candidates feel they need to be more valued and engaged when you only use virtual recruiting strategies. It is particularly true if your video interviews only allow one-way communication. That can be considered a detached approach. Don't hesitate to develop creative ideas for virtual recruitment that will allow your candidates to interact.

We've created a candidate experience for McDonald's. That includes pre-employment tests to assess candidate abilities and company videos that showcase the culture. Candidates who do not fit in are eliminated before interviewing. Consider providing an opportunity for applicants to ask questions in addition to your automated recruiting techniques. It helps to remove any feeling of aloofness that may be associated with virtual hiring.