Virtual recruitment is the new face of hiring, thanks to Covid-19


Covid-19 has affected business processes worldwide, with hiring being no exception. The pandemic made it critical for companies to modernize their recruitment processes rapidly and innovatively. To counter health risks posed by the pandemic, organizations have shifted to remote operations and are in the process of revamping the way they hire new talent.

Many organizations have moved from physical to virtual hiring by leveraging the right technology. Virtual recruitment, which was born out of necessity in the crisis, is slowly becoming the go-to method for keeping the ball rolling.

What is virtual recruiting?

Virtual recruiting refers to the process of hiring that takes place remotely without having to meet the candidates face to face. The recruiters rely on technology to evaluate applicants remotely via video interviews, virtual events, online surveys, and proctored assessments.

The goals of virtual recruiting are the same as any other form of recruiting—identifying and acquiring skilled workers to meet organizational needs.

How does virtual recruitment benefit the hiring process?

In addition to complying with current public health guidelines, virtual recruitment offers three major benefits:

1. Increased candidate reach

If there’s one thing Covid-19 has taught us, it is that physical presence is no longer a priority. The talent acquisition process is no longer restricted to a particular region or location. As geographical boundaries cease to exist, recruiters get a wider reach for acquiring the right candidate.

Dipping into a larger candidate pool allows companies to scout and hone non-local talent without worrying about the relocation of a candidate. Additionally, it also allows companies to build a more diverse and multi-cultural team.

2. Reduced interview time

Before digital interactions became a part of the mainstream recruitment process, candidates needed to wait in line for an interview to take place at the potential employer’s office. Business managers also had to take time out from their hectic work schedules on an ad-hoc basis to meet the candidates.

The great thing about virtual interviews is that a time slot needs to be booked in advance that is suitable for everyone. When implementing virtual hiring, selecting a specific time and meeting duration is an automatic part of the process, resulting in better time management for both the candidate and the hiring manager.

3. Better engagement with Gen Z

Gen Z job seekers appreciate tech-savvy organizations. It has recently been observed that Gen Z candidates are less likely to apply for a job within an organization if they think that their recruitment methods are outdated. Businesses looking for top talent need to ensure that their brand message is well received by the modern workforce.

Organizations can showcase their grasp on cutting-edge technology by leveraging it for their recruitment and onboarding processes and engaging with potential candidates through multiple social channels.

Change is the only constant!

The pandemic has reiterated the relevance of this oft-quoted phrase. No matter how challenging the work environment gets, the workforce today is more resilient and better equipped to make the best of the situation.

Technology has made it possible for organizations to swiftly switch to a virtual hiring process, enabling a hybrid recruitment model for the future.

– Article by Dr. Surender Jeet Raj, Senior Vice President – HR Operations, Newgen Software

Read: As hiring goes online, so does the interview

Read: Job interview tips in Covid-19: How to answer common questions and what to ask

Read: 4 skills every employee needs during Covid-19 for job security



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