Tips to Enhance your Virtual Recruiting Process
One of the most crucial aspects of any organization is hiring the right fit. If your recruitment approaches are not in the right direction, it is inevitable to see disappointing results.
Work trends keep changing every year. The work evolution during the last decade has been significant. With technology taking the central stage, the way an organization functions and adapts has always been critical. But one of the work trends that no one envisioned to be vital is Virtual Recruiting. 2020 so far, has been full of uncertainty. With the Covid-19 outbreak, organizations have been trying their best to stay afloat, improve their productivity and scalability.
Hiring the right employee is always a difficult task. You, as an employer or recruiter, are still mindful of the stakes. It costs you time, resources, money, and also decides your organization's fate in the long run. And you don't want any mistake here. The traditional hiring model is known to all or at least you have experts and recruiting companies around to help you with that. But hiring an employee virtually is a difficult task altogether.
Recommended Resource: A Complete Guide On Talent Management.
Keeping the present scenario in mind, here are the few tips on Virtual Recruiting.
1. Try Engaging Job Ads
You want the best fit for the job post, and you cannot find that by posting sloppy hiring ads. Writing engaging and tight ad copies would always give you the right spot. And to do this effectively, set your expectations and responsibilities evident and precise. Mention all the details about your requirements. It is always better to give the employees a clear picture and what they are signing up for.
Personalize your hiring ad copies and try to reflect your values through it, if possible. You can always play around with engaging designs and layout keeping your company brand in mind. According to CareerBuilder, job postings with videos are viewed 12 percent more than text and picture advertising and receive a 34 percent higher rate of application. Also, video postings allow you to show your culture and expectations effectively. The crucial part here is to get maximum applicants so that you hire the best among the lot.
2. Give a Structure to your Hiring Process
You must also take care of your candidate experience as much as you care about your hiring process to run smoothly. And both of these can be taken care of by choosing the right applicant tracking system (ATS).
When you are virtual recruiting, ATS can be of great help and save both yours and applicants' time. ATS's primary goal is to help recruiters or recruitment managers to live more comfortably. Organizations recruit hundreds, if not thousands of candidates for each job opening, for multiple positions at once. With an ATS, you can sort through applicants based on search keywords (e.g., hard skills or job titles), filters (e.g., location and education level), or how well the resume matches the job description.
3. Virtual Interview
A virtual interview, or video interview, is a job interview that leverages video technology to allow the discussion to take place remotely. Rather than meeting face-to-face, the hiring manager and candidate will connect online using video software.
Among all modes of communication, interviewing through over video conferencing is most effective when hiring virtually. Unlike email or telephonic conversation, it gives the recruiter a more comprehensive perspective before hiring a candidate. But before starting the interview process, make sure if the candidate has the proper connectivity or any other technical issues. One of the most useful aspects of the virtual interview is that you can take save a lot of time and can conduct it whenever you want. You can also assign tasks virtually before making any decisions.
4. Determining a Fit for Culture and Values
It is difficult for every organization to decide whether an applicant suits their culture and beliefs even though they meet their applicants face to face. But for remote teams, this evaluation gets harder, as all the interactions are virtual only. That being said, that evaluation is also crucial for quality remote hires staying with you.
So how do you evaluate someone for an intangible concept like culture and values? The first step is the identification of your culture and your values. And then translate these ideas into evaluation tests, surveys, or interviews on which your candidates can evaluate.
5. Take a Personality Test
You are hiring because you want a team with all the right traits to run your business and add value to the organization effectively. When you are hiring remote employees, there are some specific qualities that you must be mindful of. For example-
- Good communication skills
- Robust collaboration skills
- Strong organizational skills
- Good time management skills
It isn't easy to assess all the traits while hiring someone virtually. Therefore, give your shortlisted applicants a personality test to perform. A personality test is a tool used to determine human personality. Personality testing and assessment refer to techniques designed to measure the characteristic patterns of traits that people exhibit across various situations.