As a result of the global pandemic, our lives have changed tremendously. However, if you’re a corporation trying to hire the best and brightest for your organization, Virtual Recruiting has become a crucial business strategy.
Due to social distancing and the elimination of the risk of infection in your offices and teams, virtual recruitment methods have become a necessity for businesses seeking fresh talent.
what virtual recruiting is, how to comprehend your virtual recruitment process, the accompanying benefits, and the legal implications for this sort of recruitment.
What is virtual recruiting?
Virtual recruitment is the process of hiring new staff without physically meeting them. Recruitment is conducted through video conferencing technologies, polls, and evaluations to determine a candidate’s skills and character.
Due to the global pandemic, businesses have increased their use of virtual recruitment to keep staff safe and reduce the danger of infection transmission.
Your virtual recruitment procedure
The virtual recruitment process can utilize many of the same phases as traditional face-to-face encounters, with important changes.
Candidates can be screened over the phone, and in many cases, AI (Artificial Intelligence) is used to assist with the process. This preliminary phase aids in screening candidates through the use of chatbots and talent re-discovery, which allows you to find people who have applied for jobs in the past.
Assessments and aptitude tests can be used as a second stage to determine which individuals are a better fit for your organization in terms of personality and skill set. For instance, the Thomas Recruitment platform has a variety of exams that can be utilized to assist with a virtual recruitment process, while also saving candidate data for future reference.
Importantly, the final step in the virtual recruitment process is to have a video chat (or multiple video chats) that simulates what the conversation would be like in person.
There will be stages where either more AI is utilized, or internal marketing methods are implemented. However, the fundamentals remain the same, and it is crucial not to overthink this method of recruitment.
Positive aspects of virtual recruiting
Companies are realizing the immense benefits of virtual recruitment. Even without a global epidemic, more organizations were resorting to the new assessment and candidate monitoring systems. These benefits include:
1) Cost savings
A virtual recruiting procedure allows a corporation to automate a large number of manual operations. This enables you to concentrate on identifying the most qualified individuals and advertising your positions in the optimal locations. Employers will no longer need to account for the expense of reimbursing candidates who live further away.
2) Time management
You’ll discover that your time is better spent on the recruiting process, from evaluating prospects with assessment instruments to holding meetings at mutually convenient times with video conferencing software.
3) Greater variety of candidates
If there is one thing that virtual recruiting excels at, it is exposing you to applicants you may not have considered. With increased opportunities for remote work and hot desking, you automatically expand your candidate pool.
4) Zero chance of infection
At this time of a global epidemic, reducing the risk of infection to zero through virtual recruitment is advantageous for all parties concerned.
Legal considerations for virtual recruitment
When recruiting, one must adhere to the law. Data protection is crucial, and you must abide by your country’s local laws and regulations.
As with regular job postings, you must ensure that your job postings are non-discriminatory by the law. Your advertisement must not express preferences for individuals based on characteristics such as age or handicap.
- marital status,
- race,
- religious affiliations
- political opinions
Blind recruitment apps can help eliminate unconscious bias from the outset of the recruitment process.
When you reach the video conferencing phase of the recruitment process, you must conduct interviews with candidates fairly and by all legal obligations. It is crucial to present your firm as completely compliant and to use professional terminology.
During the worldwide pandemic of 2020, virtual recruitment has become an integral aspect of HR processes for enterprises. This technique will continue to evolve, as it not only affords organizations the chance to recruit talented individuals from many new sectors but also enhances the quality of applicants through the use of HR and assessment technology, such as Thomas International’s products.
Read More: How Your Online Employer Brand Affects Recruiting Efficiency
