Four ways virtual hiring is changing the recruitment landscape amid the lockdown


By Vikram Ahuja

One of the biggest challenges enterprises face in a post-COVID world is how to effectively hire professionals when so much of the traditional recruiting process relies on face-to-face interactions or needed mobility, both for candidates as well as recruiters.

Given these constraints, companies are now exploring cutting-edge technologies that enable virtual and remote hiring to ensure that every step of the recruiting funnel continues to remain useful and efficient. This is true of campus hiring, referrals and lateral hiring.

In addition to helping enterprises maintain regulatory compliance with social distancing and safety, these virtual tools are actually providing companies added benefits of speed and scale.

Here’s a deeper look at some of these solutions and how they are transforming recruitment as we know it:

Sourcing

Pre-COVID, many enterprises relied on well-planned events, hackathons or hiring drives (especially on campuses) for driving large-brand led hiring. With restrictions in place, these initiatives have now shifted to virtual events, conducted on specific platforms that support online hackathons or social sourcing. Companies are reporting higher participation numbers since candidates can attend from the comfort of their homes and logistics are simpler. In our experience at Talent500, webinars from industry experts is something we have seen drive tremendous interest and downstream conversion within our portfolio of Fortune 500 clients. Further, some of these platforms allow companies to brand these events and target very precisely the kinds of audiences they need. Post-event, there is very insightful data and analysis available to employers on demographics of attendees, time of engagement and tools to facilitate further follow-ups, collaboration, and subsequent rounds of interviews.

Screening

Effective screening can help improve the productivity and efficiency of a recruiter tremendously reducing time-to-hire by 40-45%. Plenty of virtual tools today exist to help recruiters substitute in-person conversations to screen better and do so at scale. Matching candidate profiles effectively to job descriptions is an extension of the screening process and a lot of virtual platforms today use data sciences to make this process more efficient. Today, AI-led algorithms do an excellent job to help screen and match candidates using hundreds of data points and best predict who would be the best fit for a role.

Interviews

Traditionally one of the most important parts of the hiring process, many recruiters had initially been skeptical about being able to interview applicants effectively remotely. However, there are multiple options to conduct interviews with two-way interactions possible (including whiteboard) and the ease of setting these up has helped drive faster hiring decisions. For those looking for simpler options, tools such as Zoom, Google Hangouts, Skype all do the job well.

Offers and onboarding:

Today digital platforms seamlessly allow recruiters to complete the hiring process with document collection, verification online and by conducting training and orientation sessions virtually. Online collaboration tools allow for social engagement between new joiners and teams as well making their first few days in a new company as comfortable as possible, albeit behind a screen.

The author is the Co-founder at Talent500 by ANSR.



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