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5 Virtual Recruitment Strategies

During the COVID-19 pandemic, hiring managers have been struggling to get candidates in the door. Recruiting budgets have been slashed and departments are wondering how to coordinate interviews, let alone find talent. How can teams adapt? The answer is virtual recruitment.

Virtual recruitment is the process of pursuing, vetting and onboarding candidates electronically. It’s been around for years, but, during the COVID-19 pandemic, it’s proven to be one of the best methods for acquiring new talent.

Here are five best practices for recruiters looking to hire virtually.Virtual_Event-750x400

1. Host Virtual Career Fairs: Basically, hosting a virtual career fair allows interested parties to learn more about a company—much like in-person career fairs. These events cater to any individual who’s curious about a company or its industry. Virtual career fairs can take many shapes, but typically involve different speakers giving presentations via webcam. Topics typically include a discussion of career opportunities and help inform potential recruits about the workplace.

2. Strengthen Online Presence: Any organization looking to recruit virtually must have a strong online presence. This includes maintaining multiple social media profiles, posting content regularly and interacting with followers. Having an attractive social media presence will help encourage candidates to follow and like the content the company posts. In turn, this provides a steady stream of passive recruiting leads.

3. Broaden Search Demographics: With telework gaining popularity during the COVID-19 pandemic, some employers are allowing workers to remain remote indefinitely. Having such a policy could greatly help virtual recruiting efforts. Without in-person work requirements, recruiters can expand their searches to any candidate with an internet connection.

4. Invest in Quality Audiovisual Equipment: Appearance matters in interviews to all parties involved. That’s why candidates dress up, and it’s why they’re taken to nice conference rooms or offices for hiring conversations. This same thinking applies to virtual interviews. When speaking to candidates virtually, using a quality camera and microphone will say a lot about an organization. Conversely, low-budget equipment may send a negative message about how much the company is willing to invest in employee equipment.

5. Have an Onboarding Infrastructure Ready: Pursuing and vetting candidates is only part of the virtual recruitment process. In the end, these individuals will need to be onboarded virtually as well. In fact, they may be telecommuting from miles away. Virtual onboarding may include moving training sessions, meetings and new-hire paperwork to online channels.

In summary, virtual recruiting takes investment, but it can be well worth the effort when done correctly.

Posted in: Human Resources

Posted by Mary Jo Spiekerman, SPHR, SHRM-SCP

With over 20 years of human resources management in numerous industries, Mary Jo is uniquely qualified to advise the clients of Hausmann-Johnson Insurance on human resources related issues. She provides guidance on complex employment topics such as employee relations, talent management, recruitment, onboarding, and training. Mary Jo and her team help “lighten the load” for clients that may otherwise spend a lot of time, effort and energy attempting to do their own risk management and employee benefits administration. Mary Jo is especially excited about the journey Hausmann-Johnson has taken to become designated as a Great Place to Work by the Great Place to Work Institute. She began studying the process over 10 years ago and when she joined Hausmann-Johnson she knew the pieces were in place to catapult the agency onto the list of the 10 Best Places to Work in Insurance, which was achieved in 2015. Mary Jo is a graduate of Marian University with degrees in Business Administration and Human Relations. She is currently a member of the Board of Directors of Community Support Network and serves as a consultant to the Personnel Committee of her village board. When she’s not working she takes the time to relax with family and friends at her cabin on the Wisconsin/Upper Michigan border.

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