Why Employers Should Leverage Virtual Recruiting

During the past 40 years, technology has had a big impact on how companies identify, attract, evaluate, and onboard candidates. With what’s going on today, never has technology been a stronger unspoken hero. While the pandemic of 2020 has certainly been challenging for us all, we believe there are many silver linings, and as humans always do, when our backs are against the wall, we make adjustments and carry the lessons learned with us as we move forward.

Thanks to technology, the remote economy has flourished. Before the virus, remote work was already on the rise growing by 44% over the last 5 years, but now that everyone is working remotely, this will cause many companies to adopt remote work long-term and will, therefore, change the way we recruit.

With the rapid pace of adoption of the remote workforce, why have we not previously fully embraced the concept of remote or virtual recruiting? Granted, it’s hard to deny the fact that meeting someone face to face is a more robust experience than speaking on the phone, sending a text, or even having a video call. However, we have learned in the span of a month, that effective recruiting is possible, done virtually, thanks to technology.

Recruiting technology through the years

Having been in the IT staffing industry for more than 20 years, we have lived through all the improvements that technology has had on recruiting. It was a game-changer when candidates could fax their resumes to apply for a job versus sending it in the mail. The speed of hiring lept forward from there, when companies no longer had to work with an advertising agency to post a job ad in the paper, but could instead post ads online on their website or on other job posting sites. And candidates could send their electronic resumes via email or by submitting it online.

Then there was LinkedIn! Recruiters could search for candidates (for free!) online, and view candidate profiles, send them a message, see endorsements, and even feel more connected to them because they could see their picture. Not to mention, candidates became much more accessible during this time because of the cell phone. No more gatekeepers to get through, as in the days of old, recruiters had to call into companies, and figure out how to get past the receptionist and find the talent.

Isn’t it amazing today, that we have been able to leverage all of these things, and now throw in virtual interviews versus having to convince candidates to take time off work to come in for a face to face interview? What’s happening with the remote workforce could be one of the most transformative things that has happened to the world of recruiting. Why not jump on the bandwagon and take advantage of all that virtual interviews have to offer?

5 Benefits of Virtual Recruiting

Technology has transformed our hiring and onboarding process, resulting in a quicker time to hire. But it’s not just the hiring companies who are benefitting. Candidates can now find and get, and onboard for their next dream job, all from the comfort of their own homes.

We have compiled a list below of some of the benefits of virtual recruiting that we hope will assist you with your adoption of what we believe to be the new norm in recruiting moving forward.

1) You can fill your open positions faster 

When your recruiting process involves face to face interviews, Glassdoor reports that the average length of the hiring process in the U.S. is about 23.8 days. This has much to do with the time involved in scheduling meetings and coordinating schedules. Thanks to the scheduling tools available today, such as Calendly and Doodle, recruiters and interviewers are more likely to make their calendars viewable to candidates, so they can put the meeting directly on their calendar, eliminating the need for numerous back and forth emails or text messages. Yello’s interview scheduling statistic report revealed that 35% of respondents stated that scheduling interviews was their most time-consuming aspect of recruitment.

By leveraging virtual interviews, candidates are also more readily available due to the fact that they do not have to schedule time off from work, or arrange for childcare if they are currently raising children, etc. And for companies who have multiple locations, there is no need for interviewers to travel to the candidate location, or for the candidate to travel to the interviewer location.

2) It reduces the costs associated with hiring

In-person interviews require time and financial resources, both for the candidate and the employer. With virtual interviews, candidates don’t have to use a valuable PTO day, nor do they have to pay for any travel-related expenses. When the candidate is out of town, or the employer has multiple locations, travel-related expenses are more costly, to include airline tickets hotel stays, food allowances, rental car/taxi/Uber/Lyft, and parking fees. These costs are typically absorbed by the employer, and can be significant.

3) It enables collaboration and more effective candidate evaluation 

Virtual interviews are conducive to group interviewing due to the fact that it is easier to schedule interviews around all participants’ schedules. When multiple interviewers speak with a candidate at the same time, the evaluation process typically results in a better conclusion, as the interviewers can share their observations and challenge each other’s opinions.

When a recruiter is involved in the process and schedules the virtual interview, he/she can now attend the interview and observe how it goes. This is hugely beneficial. It allows the recruiter to see first-hand what the hiring manager/interviewers are looking for and how they are evaluating the candidate. The recruiter can then make the necessary adjustments to identify and evaluate suitable additional candidates, and hone in on the perfect fit. In addition, the recruiter will likely not have to wait to get feedback from the hiring manager/interviewers, as he/she will have observed how well the candidate did during the interview itself.

4) Attract more discerning and capable talent 

Thanks to the pace of technological innovation and advancement, the most talented and discerning candidates expect more from their next future employer when it comes to the adoption of the latest and greatest in technology. Leveraging virtual interviews can help convey that your company is at the forefront of state-of-the-art technology, making you a more desirable choice when compared to other offers.

5) Provides a more personal view of all parties involved 

Virtual interviews create a more comfortable atmosphere and are less stilted than face to face interviews in an office. The relaxed home setting allows for recruiters to get a more well-rounded view of the candidate. For the candidate, recruiters and hiring managers feel more human and more approachable because they are more at ease when the interview is less of a distraction from their busy work schedule.

Virtual Recruiting is here to stay

We believe that the adoption of remote workforces and virtual recruiting will be more rapid in the years to come, due to the circumstances of 2020. Those companies who choose to leverage the tools and technologies available, and make adjustments to their hiring process, will have a much better chance of thriving.

Whether you are hiring someone to work in your office or remotely, it is still essential that your new employee fits well within your organization from a cultural perspective. Check out our guide that will walk you through the steps necessary to ensure you are hiring for fit, thereby increasing the likelihood that your new employee will be happy and stay with you long term. Download the guide below.

Veanne Smith

Veanne Smith serves as the CEO and co-founder of SOLTECH – Atlanta’s premier software development, technology consulting and IT staffing firm.

Prior to founding SOLTECH, Veanne spent more than 10 years in the technology industry, where she leveraged her software development and project management skills to attain executive leadership responsibilities for a growing national technology consulting firm. She is passionate about building mutually beneficial long-term relationships, growing businesses, and helping people achieve their personal life goals via rewarding employment opportunities.

Outside of SOLTECH, Veanne is considered a thought leader in Atlanta’s IT community. Currently, she serves on the Advisory Board for The College of Computing and Software Engineering at Kennesaw State University. In addition, Veanne helped launch the AxIO Advisory Council, has been a member of Vistage for 20 years, and created Atlanta Business Impact Radio – a podcast that showcases some of Atlanta’s most innovative businesses and technology professionals.

As an influential figure in the technology and IT staffing industry, Veanne consistently produces insightful articles that address both the opportunities and challenges in IT staffing. Through her writing, she offers valuable tips and advice to businesses seeking to hire technical talent, as well as individuals searching for new opportunities.

She holds a degree in Computer Science from Illinois State University.