A helpful guide for virtual recruiting in COVID-19 crisis.

During social distancing, virtual recruiting is more relevant than ever and the war to get the right talents hasn’t been shut down by any means. While many companies started using online recruiting recently, the COVID-19 pandemic has speeded its widespread adoption.

As larger corporations has implemented virtual recruitment policies using the latest technology, smaller businesses need to adapt the new trend now. Whether you just started recruiting online, or have been implement for a while, it’s important to continue the interview process and maintain an online presence even if the current crisis has slowed down the process of appointing new employees.

The technology – Artificial Intelligence (AI), machine learning and data analysis – used for virtual hiring also streamlines the process and can save HR department time and efforts even with or without the crisis, and is recommended for many reasons. When implementing eRecruiting policies, it’s helpful to consider all options such as formulating in-house platforms, purchasing software or using a dedicated agency. These include organization social media platforms, chatbots, targeted emails, resumé checks and video interviews. Whether they’re offered on in-house software, bespoke technology or specialist agency platforms, their basic functions remain the same.

Social Media Platforms: it’s important to tell a unique story about your organization and foster a sense of familiarity with your company culture. It’s also useful to advertise your career opportunities and encourage applicants to submit their resumés.

Chatbots: can be used to screen applicants by asking relevant questions and keep them engaged. It’s also helpful to test their skills match and culture fits.

Targeted Emails: can identify suitable candidates who meet a job’s requirements and create a personal approach to encourage applicants to apply.

Resumé Checking: can streamline the recruitment process considerably. You can set software to search for specific keywords or phrases, and rejecting applications that do not contain them. Resumés can also be sorted according to skill set, wage expectations or other criteria relevant to the position, and stored for possible future hires.

Video Interviews: are incredible useful and time saving for both applicants and employers. This should be accompanied with thank-you email, request for feedback and instructions on any further steps to facilitate successful online interview process.

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