Do you want to hire quality candidates for your remote team to attract the best talent? Learn how to attract top talent with virtual recruiting strategies. Until a few years back, many companies avoided virtual recruiting at all costs. Virtual recruiting was seen as the last option to attract talent if they couldn't find qualified candidates close enough for an in-office interview. In-person recruitment was not a reliable or safe hiring technique after the pandemic. Companies had to adjust.
Video interviews are becoming more and more popular, particularly in teams with global reach. This article will show you how to create a virtual recruitment strategy that is forward-thinking, provide a candidate experience that's engaging, and attract better-hidden talent for your team. As a result of the pandemic, virtual recruiting and remote hiring have become popular among HR professionals. Let's examine what is involved in remote hiring.
What is Virtual Recruitment?
A virtual recruitment strategy is a way to find and screen job candidates online without having them meet in person. Virtual recruitment opens up your candidate pool to be much more diverse, mainly if you are recruiting globally.
Remote hiring is also called virtual recruitment. It means that the whole hiring process for a candidate takes place virtually. Each stage of the recruitment process, from finding and screening potential candidates to interviewing them and finally hiring them, is conducted almost, with technology and software. Virtual recruitment is facilitated by technology:
- Online job listings or virtual events are a great way to source candidates.
- Video interviews are a great way to get virtual job role interviews.
- Recruitment software that allows remote collaboration.
- Use Onboarding Tools to send out Offers and Electronically Sign Documentation.
Often, the term virtual recruitment is used in conjunction with remote hiring. We can use the term remote hiring to refer to remote employee hiring for a business. Virtual recruitment is only with its challenges if the technology used to do it allows us to teleport. Let's first look at the many benefits that virtual recruitment brings.
Why is Virtual Recruitment Important?
By incorporating virtual recruitment into your recruiting strategy, you can improve your candidate experience and streamline the talent acquisition process:
Hire Faster
By sending digital tests or pre-recorded interviews, recruiters can screen multiple candidates simultaneously. Virtual recruitment allows employers to screen more applicants in less time. Automating some stages of recruitment is possible. For example, online competency tests can be used to rate candidates according to their performance automatically. Video interviews online can be more flexible than face-to-face ones, so they fit your schedule rather than the other way around.
When recruiting, the main goal is to have your best candidate start in their role as quickly as possible. This can be achieved by speeding up the entire recruitment process. This allows employers to screen and select a more significant number of candidates within a short period. It is optional to allocate a considerable amount of time for candidates to meet with an interview panel.
Less Human Resources Work
Human resources teams have less work to do. Virtual recruitment platforms often include digital document management functions and electronic signatures. This reduces the amount of paperwork they need to handle. Automated features allow companies to send updates via email when candidates are rejected or progress. Virtual screenings and interviews allow you to evaluate multiple candidates on the same day. The hiring process will be more productive, and recruiters' productivity will increase.
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Breaks Geographical Barriers
Virtual recruitment allows employers to reach talent in more places than they could with traditional methods. Employers can attract talent from around the world, but they must make sure that their workers are legally allowed to work in Britain.
Lower Expenses
Virtual recruiting can help you save money. No fees are required for event insurance, venue rental, or staffing. Companies estimate that a career fair in person costs around USD 27,715, while a single platform for virtual events costs about USD 9,000. Virtual recruitment is a cost-effective way for companies to save money. Online recruitment events are cheaper than physical fairs. Travel and accommodation expenses are also not required for virtual recruitment. These cost savings can add up if you hire new employees frequently. Virtual recruitment technology is usually inexpensive, and it offers good returns on investment.
Hiring in person is usually expensive. The company pays for candidates' travel to and from the interview location. If we are hiring many people who live in different cities, the cost keeps piling on. Virtual recruitment means that all expenses incurred for travel and commute to the interview are eliminated.
Reduced Bias
Use PinPoint software to remove identifying details from resumes and anonymize applicants. Hire based on skills and experience, and you minimize unconscious bias.
Talent Pool More Diverse
Hire virtual employees anywhere around the globe and benefit from their education, background, and culture. Various companies outperform and innovate those that do not have diversity. Since travel costs or logistical concerns (refer to points 1 and 2) are not relevant, recruiting virtually allows access to talents in different geographic areas. You can now broaden your criteria when searching for great talent.
Gain a Competitive Advantage
Virtual recruitment can give you an edge over your competitors. It shows that the organization is innovative and progressive. Most job seekers are familiar with online interactions and expect at least part of the recruitment process to be done online.
Hire the Right Candidate
Virtual recruitment allows employers to hire the most qualified candidate by saving them time and money. You can simplify your recruitment process so that you can connect with the candidates more quickly and understand their skills.
Better Experience for Candidates
Virtual recruitment facilitates communication between employers and candidates. Employers can connect with more talent through virtual job fairs. Candidates who use traditional recruitment often complain that they don't get answers to their questions. Virtual chats are a great way to answer any queries or questions that candidates have in real-time.
Reduces Paperwork
Virtual recruitment reduces paperwork. All candidate information, including application forms and competency tests, is stored in digital format. When needed, employers can access candidate information in real-time. If the candidate consents, employers can record an interview. It is easier to review the information a candidate has provided.
A Fairer Recruitment Process
Virtual recruitment is a way to support diversity and inclusion in the hiring process. Some employers ignore demographic data such as age, race, and gender by using artificial intelligence tools. This technology is also used for screening CVs and may help reduce unconscious or conscious biases, which can affect traditional recruitment methods.
Disadvantages of Virtual Recruitment
Technology Issues
Virtual recruitment is heavily dependent on technology. You are, therefore, dependent on your systems to work smoothly. You can counter this by conducting extensive system testing and having an alternative plan.
A High Volume of Applications
You may receive an increased number of job applications as the virtual recruiting process removes geographic barriers. Clarifying job requirements and outlining the required qualifications and experience will ensure that you are only attracting responses from qualified candidates.
Too Impersonal
Virtual recruitment can be perceived as impartial by suitable candidates, who may feel that the interaction could be better. Employers can communicate more effectively in a virtual recruitment environment by ensuring that there are multiple communication options throughout the process.
Challenges of Virtual Recruitment
You can sabotage your hiring process by not preparing for virtual recruitment:
Tech Problems
Candidates who have poor internet connections, malfunctioning equipment, or are unfamiliar with your platforms will experience a bad candidate experience. You can save time and avoid wasted effort by troubleshooting tech issues proactively.
Differences in Time Zones
When you hire internationally, the working hours of your company and those of candidates may be different. It can be challenging to find a suitable time for all parties. This delays progress.
Communication is Limited
Eye contact, body posture, touch, and space are all nonverbal ways to communicate our thoughts and feelings. In virtual environments, these methods of communication have been eliminated or reduced to a great extent. This makes it more difficult for candidates and employers to connect.
Cultural Differences
If you have yet to properly train your team on diversity, inclusion, and equity in the workplace, cultural differences can exacerbate any bias that exists when recruiting globally.
How to Create a Solid Virtual Recruitment Strategy?
A Research says that one out of four companies will not meet their hiring targets this year. Recruitment teams try to get their hiring back on track by finding more candidates faster. What can talent acquisition teams do to achieve their hiring goal and improve their virtual recruiting strategy?
Read More: Brief Description Of Virtual Recruiter
Know your Legal Requirements
Employers in the US must adhere to the Equal Employment Opportunity Commission laws. According to guidelines, it is illegal for employers to recruit employees in a discriminatory manner:
- Race
- Color
- Religion
- Sexuality (including gender, sexual orientation, and pregnancy).
- Origin National
- Age (40 years or older).
- Disability
- Genetic Information
When you recruit workers from another country or state, the laws can be complicated. To avoid misclassifying workers, you should comply with the local laws of your candidates if you are recruiting independent contractors. Worker misclassification is when a worker has been wrongfully hired and compensated as an independent contractor rather than an employee.
Employer Branding is a Powerful Way to Impress Candidates
Employer brand can be defined as your company's mission, values, culture, and personality. More than three-quarters of adult applicants consider the company's mission, culture, and discounts when applying for a job.
Clear employer branding gives you an edge over your competition. Would a potential employee grasp your company values if they visited your site quickly? You could get their applications if they can see that your values are similar to theirs. The most powerful tool to grow an employer's brand is social media, followed closely by website and virtual/in-person recruiting events. What should you be posting online:
- Pictures and video from Team Gatherings.
- Glassdoor, for example, allows employees to submit reviews of their employers.
- Interviews with employees (verbal or written).
- Your company's culture can be showcased on your website (photos and videos as well as written material about benefits, perks, etc.)
- Your mission and values should be outlined on your website.
- Content for websites and social media with a brand-appropriate character (casual or humorous, inclusive or aggressive).
Benefits of Attracting Remote Workers
After the advent of remote working, companies had to reconsider their benefits coverage. Company surveyed 1,549 Americans and found that 62% would be willing to accept a smaller salary in exchange for more workplace benefits. Remote employees will enjoy the following perks:
- The Home Office Stipend includes a laptop, headphones, an ergonomic desk chair, and a standing desk.
- Unlimited PTO.
- Health Insurance.
- Coverage for mental health and well-being (therapy, equipment at home).
- Caregiver support.
- Learn and Development Allowance.
- Flexible hours.
- Membership in Coworking.
Test your Candidates' Skills with a Skill Assessment Survey
The skill-testing survey shows how the candidate will perform in your team. The digital nature of the survey allows you to send it out at one time to many candidates, streamlining online recruitment. Send the tests as early in the process of recruitment as possible, between the first candidate screening and virtual interviews. Keep tests to three hours or less and pay participants for their efforts. This will show that you value the time of candidates.
Use skill tests to evaluate candidates' technical skills or their role-related abilities. A team has created a range of aptitude and coding tests to evaluate candidates for software and tech roles.
Organize a Virtual Recruitment Event
Virtual recruiting events are online meetings where hiring managers and candidates can meet. Virtual career events, interviews, and meetings with potential employers are less stressful, easier to manage, and accessible for women, students of color, and students who have neurodiverse traits.
Your virtual hiring event is like an open house for your business. You should have a webinar that provides information about your company, the available positions, the team culture, and any other relevant topics. Candidates should have the ability to take part in discussions through live messaging.
Virtual career fairs are often held by companies when many current roles need to be filled. Virtual career fairs can be multi-day or only last a couple of hours. You can include breakout sessions where you conduct group interviews or video interviews with hiring managers. Following are some best practices:
- Promoting your virtual recruitment event through social media, websites, and event websites, as well as job board postings.
- Organize a mock-up event for your team so that you can test the platform and become familiar with its layout and features.
- Share the schedule with the registrants 24 hours in advance.
- Ask attendees for feedback by sending a survey or a second email.
When Scheduling an Interview, Consider the Time Zone Differences
You can hire the best talent in any country. But scheduling interviews can get messy when you're dealing with different time zones - especially if you have a large pool of international candidates. Save a timezone converter (app) that is easy to use and will not stall your recruitment process. When you want to set up a meeting with a candidate, enter their city along with yours to determine the difference in time. You and the candidate may have an enormous time difference. Check your working hours and choose a meeting time that works for both of you. You don't need to do any calculations for time zones. Share your link, set your time, then let the candidates choose their timeslot.
Video Interviews are a Great Alternative to Cover Letters
Many virtual recruiters do not read cover letters because they are usually identical to the resume of the candidates. Some recently have more and need more time to review all of the cover letters that they receive. Try replacing cover letters in your recruiting process with video interviews. How to do a one-way interview:
- Avoid receiving the same information by creating a list with interview questions not typically addressed on resumes.
- Ask candidates to answer the questions in a video.
- Give tips for successful video recording. (Record with good lighting, minimize background noise, speak slowly, and look directly at the camera).
One-way interviewing is especially useful for hiring multiple people simultaneously. This method lets candidates show their personalities and allows hiring managers to see their communication skills.
Read More: A Virtual Recruitment Process Outline
Communicate Often to Deliver Great Candidate Experiences
Treat the candidates as if they were new employees during your virtual recruitment process. Maintain a positive and proactive attitude when communicating with candidates. Remember, the same way you evaluate them is how they will assess your organization.
Send candidates an outline of how each candidate will progress in the process. You can include who and when they will meet the members of your team. Share your backup plans for technical issues with the candidates. Give them a number to contact if, for example, their internet fails before the video interview.
Even if you don't hire them, your candidates will have a positive impression of your business in the end. If they had a positive experience, then they are more likely to apply for another role or to recommend your company to their friends.
Upgrade your Recruiting Tech Stack
According to 68% of recruiting professionals, investing in new technology is the best way for them to improve their recruitment results. Use recruiting tools such as chatbots and applicant tracking systems. Also, consider virtual onboarding or document signatures.
A recruitment software, includes reports and automated communication with candidates. The platform allows candidates to pre-record the correct pronunciation of their names and pronouns so that hiring managers can have a comfortable experience. The use of social media to find top talent is a powerful tool. Facebook and LinkedIn are the most popular social media platforms used for recruiting. They also provide the best candidates.
Assess your Recruiting Process and Track it
Data is needed to help companies make informed decisions regarding talent. However, 57% don't track it. You can quickly identify improvement areas and make better decisions when you collect and evaluate virtual recruitment data. You can also use the data to support your request for additional resources and assistance when approaching leadership.
Here are some metrics you should be tracking:
- You can find the most candidates by sourcing them in places that have the most significant number.
- You can find the best candidates by knowing where you are sourcing them from
- Registrations for events
- Attendance at an event
- The acceptance rate of job offers
- The rate of job rejections
- Candidates who drop out of the selection process
How to Change to Remote Hiring or Virtual Recruitment Processes?
Your organization, whether you like it or not, has made virtual recruiting the new standard. What changes are needed?
Hire the Right People by Analyzing all Aspects of your Process
Determine which components need immediate attention for online conversion. Virtual sourcing is already the norm for most or even all your efforts. Virtually it's challenging to master areas like interviewing, onboarding, and offer management. Take notice of more minor but equally important aspects, like obtaining feedback on the interview from your panel.
Gradual Change
Wait to change your entire process overnight. Some of your operations are still working well in virtual form. Only fix them all once they are a problem for the hiring process as a whole.
The Right Tools are Worth Investing in
This is a point that toolkit determines the quality of a workermined by toolkit. Below is a list of tools that you will need to navigate through the remote recruitment process with ease.
Improve your Impact Tracking
There will be mistakes. You will make mistakes. Productivity may take a dip before increasing. You will win if you can get through the teething troubles. It would be best if you didn't miss the opportunity to track how virtual recruitment affects your hiring processes and results. It provides you with tools that allow you to do so. You can track metrics such as cost per hire, time to hire, etc. With ease.
What are the Tools you will Need for Virtual Recruitment?
The success of virtual or online recruiting depends on investing in the correct technology. Here's a list of quick tips for you.
Software for Recruitment or an ATS
This is a must-have. A good recruitment software can help you:
- Candidates for Source
- Coordination across all job boards
- Email your Candidates
- Work with your team
- Interviews Schedule
- Interview Feedback
Software for Video Interviews
It's a simple decision. Video interviews are synonymous with virtual recruiting. Try out the accessible version of video interview software like Google Meet and Zoom before you upgrade to their professional performances, which offer a lot of valuable features. Video interview software that can integrate with different video interview tools is the best.
Employee Onboarding Tool
It is essential to address this question, which arises when virtual recruiting takes place.
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Conclusion
When you draw from an international pool of talent, virtual recruiting becomes complicated. LiveHelpIndia allows you to hire international talent in a matter of minutes. It is cost-effective and requires minimal effort from your side. Local hiring experts will handle the entire process so that you can concentrate on improving your team.
Virtual recruitment has many benefits, but you should still pay attention to physical recruitment. Businesses that use traditional methods for specific stages of recruitment can still reap benefits. You and your company may benefit from a hybrid recruitment process.
