Virtual Recruiting Tips for Today’s Increasingly Virtual Job Market

The business world is growing more virtual. As a result, it is also getting more connected and more relaxed. This has changed so much about how businesses are run and how employers interact with employees—and potential employees, thanks to virtual recruiting. 

It is pretty safe to say that almost everyone is now familiar with virtual meetings, Zoom calls, and video chat. Modern workspaces have evolved to fully incorporate virtual experiences and HR is leading the way.

For years now, HR technology has enabled businesses to streamline many of their processes thanks to a virtual component, including virtual recruiting, onboarding, performance management, continued learning, and virtual conferences.  

Of all these HR processes, virtual recruiting is perhaps the easiest jump to make. Here are several tips on how to use virtual recruiting and remote interviews to find the best new hires for your company.

Optimize job listings for virtual

Just like with print ads, there are “best practices” for advertising online. From job listing boards to PPC copy for Google ads, you’ll need to know the formats and limitations of each platform you decide to use and adapt for each accordingly. Include links to your company’s website and social media to give applicants even more information.

Source the right candidates

Generic listing sites like Indeed and Craigslist are okay for some job seekers, but they don’t perform as well for certain demographics and industries. Instead of casting the broadest possible net, think about targeting your ideal candidates on appropriate platforms.

With digital advertising, boosted social media posts, and other means of online targeting, you can steer your search towards the people who better match your needs and company culture. This can also boost your company’s profile and get on the radar of those who aren’t currently searching for their next job, but may be down the line.

Use an applicant tracking system

As you generate leads, funnel applicants into an integrated software solution for recruiting and onboarding. HR can track prospects and applicants through the entire process with a powerful applicant tracking system—the foundation of virtual recruiting.

Paperless resources, such as online background checks, offer letters, and archived resumes, streamline the process. While interview evaluation reports and analysis enables you to hire with confidence.

When your HR software all comes from a single source, you can bypass the hassle of re-entering the same information when onboarding new hires and enrolling in benefit plans. 

Build your company’s online brand

The best candidates will do their homework. Make sure your company website is updated to reflect your company’s brand, vision, and culture. A poorly maintained website makes your company look unreliable and outdated as an employer. A company with a robust online presence (including social media) looks like a safer, more inclusive and engaging bet for career-minded workers.

Decide on a social media strategy

Your company’s Facebook and LinkedIn pages (potentially also, Twitter and Instagram) may require more ongoing maintenance than the website. As a more active and digestible depiction of your company, social media choices deserve to be more thought out and part of an overall virtual recruiting strategy. 

• What are your current goals on social media?
• Are you mostly promoting sales and products, or your company in general?
• How often do you showcase your company culture and employee success stories?
• How will different audiences (from customers to potential job applicants) perceive the wording of your posts?

Develop virtual communication and management skills

We all got a crash course in video conferencing and remote collaboration in 2020. Even if your whole staff is back to working in the office, you shouldn’t abandon Zoom and other virtual meeting platforms. 

Video chats are great for interviewing job candidates remotely, especially if they don’t live nearby. Even better, if you can develop a long term remote plan, then you’ll be able to hire from across the country.

Recruiters and HR teams will need to develop virtual-focused communication to conduct virtual interviews and management skills to oversee the entire virtual process.

Plan virtual hiring events

Virtual hiring events allow employers to accept job applications and conduct virtual interviews in group and individual settings. Look for virtual career fairs and plan your own online events when you have multiple openings. If you have internships and appropriate entry-level jobs, consider connecting online with the local community college and other schools.

Even virtual conferences and other networking events are far more accessible online. Participants can skip the hotels and travel expenses. Organizers have barely any overhead when compared to the cost of banquets and renting a venue.

Conduct phone and video interviews

In-person interviews can be time consuming to conduct and manage. Narrow down the selection of finalists with phone and video interviews instead. You can schedule several video interviews without having to deal with on-site visitors at the office.

Be sure to send email reminders and expect some people to have technical difficulties, even with familiar software, and try to avoid scheduling meetings back-to-back. If the opening is for a remote position, then you may not even need an in-person interview. 

Offer virtual tours and meet-and-greets

A virtual tour is a great way to promote your company culture. Like virtual recruiting, online tours are less disruptive for the office routine, so it’s easier to introduce relevant teams and important people. Be sure to emphasize amenities like the kitchen area, breakroom, and other office facilities. 

Even remote workers will appreciate a chance to see the full office and feel more connected to the rest of the team. Involve HR, their department and potential teammates, and the supervisor for the open position.

Reassess your remote work benefits

Conventional perks and benefits like parking and local events may not be as appealing to remote workers. Reevaluate your current packages and options for employees. Does your current insurance provider offer policies for other regions? Do you have virtual mental health options for remote workers?

Remote work also brings forward additional virtual issues that must be addressed. Your company must be prepared to minimize security risks with remote workers. Additionally, to maintain better work-life balance, more flexible options like windowed work can boost productivity and the quality of work performed by remote employees. 

Transition smoothly to virtual onboarding

Streamline your transition from recruiting to onboarding with all-in-one HR software. Spend more time introducing a new employee to the team and less time on paperwork with a faster, more efficient onboarding of new hires.

Welcome them the right way by having new hires:

• Complete paperwork and hiring tasks online before their first day
• Fill out their profile and customized dashboard for a strong first impression
• Get to know their team before they even start
• Start required company and department trainings with ease

Discover how Netchex virtual recruiting software can help improve your hiring process in today’s virtual job market: