Why Employers Should Leverage Virtual Recruiting

Technology has had a big impact on how companies identify, attract, evaluate, and hire talent. Virtual recruiting is now part of that evolution, giving employers more flexibility in how they connect with candidates while expanding access beyond a single office or geographic market.

Remote and hybrid work are no longer temporary workplace experiments. Gallup reports that 52% of U.S. employees in remote-capable roles work in a hybrid arrangement, while another 26% work exclusively remotely. Those patterns have remained relatively stable since 2022, reinforcing the need for hiring processes that can work effectively across locations.

That does not mean every interview needs to be virtual or that face-to-face interaction has lost its value. The more useful question is how employers can use virtual recruiting strategically. Video interviews, digital collaboration tools, and remote hiring workflows can help organizations move efficiently, involve the right decision-makers, and create a more flexible experience for candidates when the process is designed thoughtfully.

How Has Recruiting Technology Changed Over Time?

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?

What Are the 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) Fill 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) Reduce Hiring Costs

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) Improve Collaboration and 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) Expand Access to Qualified 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) Create a More Flexible Candidate Experience

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.

Is Virtual Recruiting Still Relevant Today?

Virtual recruiting is no longer simply an alternative for unusual circumstances. It has become a practical part of modern hiring, especially as companies recruit across broader geographic areas and support remote or hybrid work. The strongest approach is not necessarily to make every interaction virtual, but to use virtual recruiting where it improves access, efficiency, collaboration, and the candidate experience without sacrificing thoughtful evaluation or personal connection.

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.