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Blog>Guides>Virtual Hiring: Tips and Best Practices for Your Business

Virtual Hiring: Tips and Best Practices for Your Business

Article index

Overview

  • Since the pandemic, more companies than ever before are turning to remote work and virtual hiring. This widens your talent pool, allowing you to consider the best workers in your industry, no matter where they happen to live. It’s still a fairly new concept to many businesses, though, so it’s important that you streamline your virtual hiring process.
  • Technology — from video conferencing tools to automated processes like online screening — makes it easier than ever for you to virtually connect with and assess the top candidates in your field.
  • Creating a well-written and engaging posting on a job board like Joblist is one of the best ways to connect with the top candidates for your company.

Introduction

The way Americans — and much of the world — operate in the workplace has changed significantly since the start of the COVID-19 pandemic. Remote work is the new normal for many companies and employees.

As coronavirus continued to spread across the globe in 2020, rather than shutting down operations, many employers shifted to remote work if it was available to them. It’s a trend that’s stuck, as now more businesses are hiring specifically for remote workers.

As work culture shifts, recruitment trends evolve, as well. More companies are turning to virtual hiring to fill positions. Virtual recruiting offers many benefits to both employers and job candidates. This article will walk you through some tips to create a virtual hiring process for your own company.

What Is Virtual Hiring?

Virtual recruiting is more of a necessity than ever for employers as they hire workers from different states, and even different countries. With travel impacted by the pandemic, it’s often easier to interview qualified candidates using a virtual hiring process.

Technology plays a significant role in remote hiring, as it allows employers and job seekers to connect without meeting in person. Some tools a recruiter or hiring manager might use to get to know candidates include video conferencing, communication apps, social media, phone calls, and virtual assessments.

Why Virtual Hiring Is Increasingly Popular

The virtual hiring trend was born out of necessity. While the pandemic forced many companies to take a virtual approach to hiring, many employers — and employees — have realized there are benefits to this remote process.

It allows recruiters and hiring managers to broaden their talent pool and connect with potential employees who might not have been able to travel for an in-person interview. These virtual recruiting events are cost-effective for everyone involved — no paying for airfare or accommodations for candidates — they’re also generally less stressful, and they’re easier to fit into a busy schedule, saving you time.

Tips for Virtual Hiring

As you start the virtual hiring process at your company, you’ll find that, in some ways, it’s not much different from interviewing candidates in person. Below are some tips and best practices so you can make the most out of your virtual interviews.

Create a Clear Virtual Hiring Process

Much like you would if you were meeting candidates face to face when hiring, create a roadmap for your company’s virtual hiring process. This is especially important as remote hiring is still fairly new. Having the process written out will be helpful whether you’re a company of 15 people or 500.

Clearly spelling out the steps in your virtual hiring process ensures everyone in your company is on the same page when it comes to the new normal for hiring. It also puts all candidates on an even playing field as they move through the process if they’re all expected to take specific steps along the way.

It will also help your potential candidates understand what is expected of them as they begin the recruiting process with you. A clear process and timeline will help ensure that you hire the best candidate for the job.

Still Consider Body Language and Soft Skills

Even though you’ll be interviewing candidates on-screen using platforms like Zoom and Skype for virtual meetings, you’ll still have the opportunity to evaluate their body language, much like if you were conducting an in-person interview. You can tell a lot about a candidate by their body language and expressions.

Despite the physical distance, keep a close eye on if they’re shifting uncomfortably or fidgeting in their seat. You can also look to see if they’re maintaining good eye contact with you by looking directly into the camera and if they have good posture.

And don’t forget to watch for their facial expressions. Do they smile genuinely when appropriate? Do they seem upset, angry, or bored by what you’re saying?

Test Your Technology

To ensure no issues arise during any virtual event, test your apps, platforms, and equipment at least 30 minutes to an hour before your meeting. As much as you’re interviewing the candidate, they’re also meeting with you to learn more about the role and your company culture. You’ll want to make sure that you come across professionally during your video interview. This means ensuring your audio and video are working properly and your internet connection is strong so it doesn’t interrupt your interview.

Get Appropriate Members of Your Team Involved

Much like you would if you were interviewing a job seeker in person, you’ll want to make sure that all of the appropriate members of your team are involved in the virtual hiring process. Maybe you’ll start the talent acquisition process by having a recruiter or human resources (HR) representative call your top candidates to screen them. From there, you might have them move into the virtual interviewing portion of the process, where they could interview with anyone from a team supervisor, team members, peers they might work closely with, or HR staff. It’s important to make sure everyone involved with this process is aware of what’s expected of them and ready to evaluate job seekers to determine who is best suited for the position.

Take Advantage of Automated Processes

Thankfully, the human element doesn’t completely disappear with remote recruitment. Rather, it allows you to take advantage of automated recruiting processes for certain aspects of hiring. For instance, you might consider pre-screening candidates by asking them to submit short videos or filling out an online application. You can also simplify scheduling virtual meetings with candidates using specialized software that provides them with available time slots to choose from for interviews.

This automation can help streamline the hiring process. Ultimately, it saves time for both your recruits and your company.

Make Yourself Known to the Best Candidates

As you start your search for potential new hires, you want to connect with the best candidates for the position. One of the ways to do this is to create well-written and engaging job postings on job boards like Joblist. Candidates search job openings using the criteria they provide to find positions tailor-fit to their interests and experience. It’s one of the best recruitment marketing tools your hiring team will have.

Your Next Best Hire Awaits on Joblist

As you search for your next rockstar employee, Joblist can help you find the best candidates in your industry. Our personalized online job search helps candidates find job openings that match their specific interests, skills, and experience. Our search engine scours the internet for positions that match exactly what they’re looking for.

This puts your employment listing in front of the eyes of the most relevant job seekers, helping you both make a productive professional connection. In this new virtual world, our online platform makes it easier than ever for employers to find the best workers for their company. Get started today by posting a job on our site.