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3 Tips for Strengthening Your Virtual Recruiting and Landing More Talent
Virtual recruiting and interviewing exploded during the pandemic, and several recent studies show that the practice isn't going anywhere.

Home » People & Culture » 3 Tips for Strengthening Your Virtual Recruiting and Landing More Talent

3 Tips for Strengthening Your Virtual Recruiting and Landing More Talent

Virtual recruiting and interviewing exploded during the pandemic, and several recent studies show that the practice isn't going anywhere.
In a recent study conducted by LinkedIn, 81% of talent professionals agreed that virtual recruiting would continue post-COVID, and 70% say virtual recruiting will become the new standard. And according to a recent Indeed report, 94% of surveyed employers said they’re open to hiring outside their current markets, and 77% said their workplaces are open to remote employees. This willingness to consider remote or hybrid work environments dramatically opens up your talent pool and presents opportunities for greater diversity.

New opportunities come with new challenges as you compete for talent in a competitive market. If you’re not already offering virtual or hybrid interviews, you’ll like need to do so to stay competitive.

If already conducting remote interviews, you’ll likely need to improve your virtual recruiting experiences. Job candidates are becoming increasingly selective in whom they choose to work for and will probably have the luxury of choosing between multiple offers. This means it’s imperative that you provide a positive experience that fosters a sense of connection and belonging. To win candidates over, you’ll need to use the interview experience as an opportunity to distinguish your company – to effectively sell them on why they should come to work for you.

Per LinkedIn, virtual recruiting will:

  • continue post-COVID 81% 81%
  • become the new standard 70% 70%

Per Indeed, employers said:

  • they’re open to hiring outside their current markets 94% 94%
  • their workplaces are open to remote employees 77% 77%
To accomplish this, you’ll need to refine your virtual recruiting and interview processes, including the tools you use to create more human experiences, not only effectively evaluating talent but also leaving candidates feeling connected and interested in working for your company.

Here are three quick tips to help you begin to polish and refine your virtual or hybrid recruiting experience.

 

Streamline the interview process

Many candidates have begun to use the ease of the interviewing process (or lack of) as a determining factor in which organizations they want to interview with. To avoid missing out on potential talent, take a fresh look at your current process, looking for opportunities to streamline and condense timeframes.

Create a standard interview process prioritizing screening for essential skillsets early in the process. To do this, you need a well-thought-out definition of what’s required in the role to concentrate your efforts. Then, evaluate your process and eliminate unnecessary steps that aren’t centered around evaluating the essentials you’ve identified for the position.

Make the technology easy for your candidates. They shouldn’t need to download multiple applications to complete your process. Share and discuss technology instructions with your candidate in advance and provide a contact to reach out to should they have any technical issues during the process. Doing so will demonstrate to your candidate that your organization is organized and allow them to focus more on the interview process itself rather than the technology and troubleshooting.

 

Showcase your mission and culture

One of the most challenging aspects of virtual recruitment and interviewing is showing candidates your mission and culture.

One way to overcome this is to build immersive virtual experiences into your interview process that demonstrate your culture and what a candidate can expect if they join your team. For example, consider creating and sharing prerecorded videos that include staff testimonials, virtual tours, “a day in the life of …” overviews, and other types of information that will help candidates build a picture of themselves at your company in their minds.

Think about ways to bring trials or assignments in a virtual setting. For example, online assessments, group projects, and other experiences can allow candidates to experience the job and provide you with valuable information on their skillsets and approach to the role.

 

Add a human touch to the virtual process

Like many technology-based experiences, virtual recruiting and interviewing can feel cold and uninvolved due to a lack of communication and personal connection. Unfortunately, this can leave candidates less enthused about your company and cause you to lose out on top talent opportunities. Luckily, you can quickly solve this with a solid process and effective communication.

Start by reviewing the interview process with your candidate upfront as part of your initial conversations to set expectations. Then, create a schedule or an agenda for them that provides an outline of who they’ll be meeting with, what tools you’re going to use, and how they can prepare ahead of time.

Be sure to communicate regularly with your candidates ensuring they know where they are in the process. Encourage candidates to feel comfortable reaching out to you should they have questions or concerns. Doing so will help keep the person engaged and impressed with your company while mitigating the candidate’s chances of dropping out of the interview process.

In a recent study conducted by LinkedIn, 81% of talent professionals agreed that virtual recruiting would continue post-COVID, and 70% say virtual recruiting will become the new standard. And according to a recent Indeed report, 94% of surveyed employers said they’re open to hiring outside their current markets, and 77% said their workplaces are open to remote employees. This willingness to consider remote or hybrid work environments dramatically opens up your talent pool and presents opportunities for greater diversity.

New opportunities come with new challenges as you compete for talent in a competitive market. If you’re not already offering virtual or hybrid interviews, you’ll like need to do so to stay competitive.

If already conducting remote interviews, you’ll likely need to improve your virtual recruiting experiences. Job candidates are becoming increasingly selective in whom they choose to work for and will probably have the luxury of choosing between multiple offers. This means it’s imperative that you provide a positive experience that fosters a sense of connection and belonging. To win candidates over, you’ll need to use the interview experience as an opportunity to distinguish your company – to effectively sell them on why they should come to work for you.

Per LinkedIn, virtual recruiting will:

  • continue post-COVID 81% 81%
  • become the new standard 70% 70%

Per Indeed, employers said:

  • they’re open to hiring outside their current markets 94% 94%
  • their workplaces are open to remote employees 77% 77%
To accomplish this, you’ll need to refine your virtual recruiting and interview processes, including the tools you use to create more human experiences, not only effectively evaluating talent but also leaving candidates feeling connected and interested in working for your company.

Here are three quick tips to help you begin to polish and refine your virtual or hybrid recruiting experience.

 

Streamline the interview process

Many candidates have begun to use the ease of the interviewing process (or lack of) as a determining factor in which organizations they want to interview with. To avoid missing out on potential talent, take a fresh look at your current process, looking for opportunities to streamline and condense timeframes.

Create a standard interview process prioritizing screening for essential skillsets early in the process. To do this, you need a well-thought-out definition of what’s required in the role to concentrate your efforts. Then, evaluate your process and eliminate unnecessary steps that aren’t centered around evaluating the essentials you’ve identified for the position.

Make the technology easy for your candidates. They shouldn’t need to download multiple applications to complete your process. Share and discuss technology instructions with your candidate in advance and provide a contact to reach out to should they have any technical issues during the process. Doing so will demonstrate to your candidate that your organization is organized and allow them to focus more on the interview process itself rather than the technology and troubleshooting.

 

Showcase your mission and culture

One of the most challenging aspects of virtual recruitment and interviewing is showing candidates your mission and culture.

One way to overcome this is to build immersive virtual experiences into your interview process that demonstrate your culture and what a candidate can expect if they join your team. For example, consider creating and sharing prerecorded videos that include staff testimonials, virtual tours, “a day in the life of …” overviews, and other types of information that will help candidates build a picture of themselves at your company in their minds.

Think about ways to bring trials or assignments in a virtual setting. For example, online assessments, group projects, and other experiences can allow candidates to experience the job and provide you with valuable information on their skillsets and approach to the role.

 

Add a human touch to the virtual process

Like many technology-based experiences, virtual recruiting and interviewing can feel cold and uninvolved due to a lack of communication and personal connection. Unfortunately, this can leave candidates less enthused about your company and cause you to lose out on top talent opportunities. Luckily, you can quickly solve this with a solid process and effective communication.

Start by reviewing the interview process with your candidate upfront as part of your initial conversations to set expectations. Then, create a schedule or an agenda for them that provides an outline of who they’ll be meeting with, what tools you’re going to use, and how they can prepare ahead of time.

Be sure to communicate regularly with your candidates ensuring they know where they are in the process. Encourage candidates to feel comfortable reaching out to you should they have questions or concerns. Doing so will help keep the person engaged and impressed with your company while mitigating the candidate’s chances of dropping out of the interview process.

The Last Word

There are countless other strategies that you can employ to strengthen your recruiting efforts – reach out to us to discuss how to refine your strategy and how we may be able to help.

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