Finding the best talent out of thousands of applicants has always been a demanding challenge for HR professionals. The face-to-face interview process is the best opportunity for a well-trained eye to separate the best from the rest by using the time to get to know the person behind the perfect resume.
At least for now, with the COVID-19 pandemic impacting how industries operate on all levels, it is time for recruiters to learn how to be successful at making that judgment by interviewing virtually.
Before jumping right in to conduct your 11:00 a.m. interview, take a moment to avail yourself of the nature of virtual recruitment to help make your upcoming session a successful one.
What is virtual recruiting?
Virtual interviewing is simply conducting an interview digitally either via webcam or over the phone. The most common method used by recruiters is to conduct a live, two-way video interview with the candidate over video chat applications such as Zoom or Skype. Other techniques being used is having the job applicant record themselves answering pre-selected questions and submit them for evaluation.
The Advantages of Virtual Recruiting
Getting a candidate to fly from Chicago to Los Angeles for an interview is not usually practical, as generally, only candidates within a certain geographical radius can make it into the office. The ability to offer a virtual interview gives recruiters the potential to tap into an uncapped pool of talented individuals. This is especially true when attracting millennials, where 90.4% of them are active social media users.
Top talent is unfortunately often dismissed early in the recruitment process simply because the candidate was too nervous during the interview. Job applicants tend to answer questions with more thought and exude more confidence when they are interviewing in a comfortable environment. Furthermore, when interviewing from home, candidates tend to focus more intently on what the company is looking for and seek to prove themselves to the recruiter that they are ready for the challenge.
The Limitations of Virtual Recruiting
Assessing whether a candidate fits into the company’s culture is an important aspect that needs to be addressed during the recruitment process. Despite the fantastic video communication technologies we have at our disposal today, it doesn’t replace the chance to engage with job seekers on a personal level when given the chance. When you cannot introduce them to the work environment, both you and the candidate will lose out on an invaluable opportunity to see if it is indeed a good match.
Also, be prepared to spend a lot more time and effort sifting through the flood of applicants beyond your geographic radius. Not only does this waste a lot of time and energy that can be used for other important tasks, but it can significantly dilute the quality of talent applying for the job.
How to Make Your Virtual Recruitment Process a Success
Other than not shaking a job applicant’s hand, there is not much of a difference between a virtual interview and a physical one. The recruiter is still expected to proficiently assess the candidate’s suitability for the job by making sure all the boxes are checked.
As mentioned, evaluating whether an applicant is a good fit into the company’s culture is a challenge when meeting in person is not an option. When it comes to virtual recruiting, HR must spend a bit more time on having an open conversation. Talk about their interests, their values, and ask how they would resolve conflicts or miscommunication with team members. Yes, it’s important to ask about job history, education, experience, etc., but it takes an open conversation to see if the person behind the computer is the same person who will mesh well with the rest of the team.
Adjustment Process
During the COVID-19 pandemic, HR talent managers are racing to find ways to not lose the value embedded in physical interviews. It helps to remember that virtual interviewing is something both recruiters and potential employees are not fully accustomed to. Understanding this and remembering the benefits and pitfalls in the virtual recruiting process will help make your 11:00 a.m. interview that much more rewarding.