Moving completely online and adapting to the virtual world was an option before the pandemic, but now it has become a necessity from a novelty. Companies made it possible for the whole operation to be operated remotely, including the hiring process. The changes were due to the health risks posed by the pandemic. However, this resulted in a completely new way of business operation. Companies had to let go of their control in their ways because there was a greater and unseen risk that was constantly making all the calls. We are yet to find out how this will impact the world economy over the years.
Organizations adapting to the challenge and transforming with the needs moved to virtual technologies for the hiring process. Virtual recruitment is a hiring process that takes place remotely with the help of technologies without the candidate being present in person.
Virtual recruiting: necessity or need?
The future of the workforce is hybrid without any question, and hybrid recruiting can mean that talent acquisition in the organizations will adopt the best hiring strategies and technologies. Hybrid recruiting will ensure more diversity, equity, and inclusion. The remote hiring will spread the news to a larger audience, ensuring that the talent acquisition process is fair and equal. Virtual recruiting started during the pandemic, but it was a long-awaited need.
Virtual recruiting strategies
Virtual recruiting is not difficult; technology makes it easier for the talent acquisition teams to scout out the best strategy among the available. The basics always remain the same; what changes is the medium. You know your goal is to find the most suitable candidate for the opening positions in your organization, so now you just have to figure out which medium to adopt. Let us look at some of them.
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Virtual career fair platforms
You can arrange for young talents to attend a virtual office tour and set up Q&A for them so that they know a little more about the company, and this way you would be able to recognize the talent that is interested in the company and will be suitable for the posts available. These ‘meet and greets’ are a new way of exhibiting a career opportunity to the young fresh talents ready to take on the world.
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The phone call is the way to start the process
Remember when we used to wait eagerly near the post box to hear from the company you just reached out to? Well, a phone call is the mode way to do it. Always start with a phone call and set a date and time to meet for a video call interview of the candidate. Make sure the phone call is not very informal; look for the obvious answers out of the ring before booking the calendar with the date. Most of the time, candidates send out many resumes and hear from most of them at the same time. So, before you fix a date, ensure that the candidate is genuinely interested in the role.
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Move ahead with the video call interview
Focus on making sure the candidate is comfortable in a virtual interview. Start with the basics and create a comfortable space. The most obvious conversation is only when the air around is comfortable pitch, and the competency talk is the same as a face-to-face interview.
Once this is done, you will be moving on to the onboarding process, which should seem to be a difficult task but is entirely manageable. Create a plan for this new joiner, as in what is this new joiner supposed to do on the first day, the first week, the first month. Send a welcome email and start the process.
Final words:
The change in the hiring scenario and adapting to virtual recruiting ideas can benefit the organization more than imagined. For example, the hiring cost, less time and management in the whole process, and you get to reach a wider area of interested candidates. This looks to be a win-win situation out of this pandemic situation; however, it is still too soon to tell.
