Integration and utilization of tech tools in recruitment processes is not a new phenomenon. However, with the onslaught of the pandemic crisis, the paradigm shift to virtual recruitment makes more sense. In fact, most organizations concur that it has become the need of the hour.
A decade ago, it would’ve been unfathomable to roll out comprehensive virtual recruitment processes. But times are changing, and companies want to make the most out of the newest tech advancements to hire the most talented employees with limited resources and time.
However, the necessity to embrace the virtual recruitment process means dealing with a new online ecosystem. For many organizations, it is uncharted territory and requires extensive experience. But the tide is changing, and robust virtual solutions can help HR personnel conduct and manage seamless online interview sessions.
You may have reservations, but you can make the virtual onboarding process work. If you haven’t had the chance to onboard an employee remotely, you can create a plan of action for the first day, week, and month. For instance, start by sending a welcome email to the new employee.
Create a sense of reassurance that they can ask for help from HR at any time. You have to make sure right from the start that the new hire has all the tools to communicate with team members and managers.
Online Recruitment: What about Legal Issues?
Currently, you have to leverage virtual hiring tech solutions in real-time to conduct different types of recruitment drives. With remote onboarding, you don’t have to worry about breaking the social distancing measures in place.
Just like the in-person recruitment process, you should be prepared for legal issues on virtual recruitment. Remember, video interviews and online chats have a digital footprint. Therefore, make sure your pre-screening process does not violate any EEOC rules throughout the remote hiring process.
Transformative virtual recruitment doesn’t mean you will have to change your entire hiring process. In fact, you can still conduct as many candidate interviews as you want through intuitive virtual tools. The trick is to add more personalization that can help you imitate the in-person experience.
Perhaps more traditional firms can take a page from international firms that have been hiring talented people from all over the world for years. In essence, your focus of attention should be to align the online tools with your personalized recruitment methods to garner the best results.
An outbound multi-channel recruitment strategy finds people who want to work for you, and attracts prospects who like your culture, your benefits and what makes your business unique as an employer. Contact us today to learn how we can help you craft and optimize your virtual recruitment strategy.
Want to get started immediately? Participate in our 2022 Online Job Fair! We are offering advertising packages with multiple components to round out your recruitment efforts and get you front and center before the most qualified job seekers. Don’t miss this opportunity to snap up the best talent – deadline is February 22.