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As you can imagine, there are many benefits to virtual recruitment. But that doesn't mean there aren't downsides as well. For anyone comparing face-to-face vs. virtual strategies side, you'll want to weigh the advantages and disadvantages of online recruitment before deciding what's right for your business.
The most obvious benefit of virtual recruitment is cost savings. With virtual recruitment, you don't have to pay for travel expenses, as all the interviews can conveniently be conducted online. You'll also save time since each stage of the process can take place from anywhere at any time. And with a larger potential candidate pool than face-to-face recruiting, your chances of finding an ideal match increase significantly.
Another advantage of virtual recruitment is the ability to conduct pre-screening interviews. This allows employers to quickly identify prospective candidates for further consideration while saving time and resources on costly in-person interviews. Employers can use automated assessment tools like psychometric tests that help them further narrow down their candidate pool.
Virtual recruitment also allows employers to connect with potential candidates from all over the world, thus expanding their talent pool. This gives employers access to a diverse range of qualified professionals who might not have been available through traditional recruiting methods - but with all those benefits, there are downsides.
Virtual recruitment can be critiqued for its lack of human connection and the potential to miss important interpersonal cues- which is where interview intelligence software can fill the gap, (but more on that in a second). Additionally, certain elements cannot be simulated virtually, such as interviews conducted in a larger group setting or a job shadowing opportunity.
However, when you weigh the advantages against the disadvantages, it's pretty clear that virtual recruitment is the way of the future - and the tools and resources to help you provide great candidate experiences while also saving costs, shortening time-to-hire, and even reducing employee turnover make virtual recruitment an attractive solution to many.
Nowadays, organizations are using interview intelligence software to not only streamline their recruiting process but also help them make better and more informed hiring decisions. Interview intelligence by Pillar offers comprehensive behavioral and emotional analysis tools that measure a candidate's fit for the job based on their body language, facial expressions, tonality, word choice, and more - giving employers an additional layer of insight into who they should hire. Pillar is powered by Ai and trained on diversity and inclusion data to help you make great hiring decisions and build incredible teams.
So, whether you decide to go with virtual recruitment or face-to-face strategies - it's important to keep in mind the advantages and disadvantages of each and the tools to make your job easier.
For those of you who are new to the concept, the virtual recruitment process is the practice of recruiting and interviewing job candidates over the Internet. This usually involves using video interview platforms like Zoom and Teams that allow conferencing, and other virtual interactions, emails, and other online tools to connect with potential hires from anywhere in the world.
Virtual recruitment, meaning basically any function of attracting new talent to your company via the internet, can be broken down into two categories: virtual recruitment sourcing and virtual recruiting engagement.
1.) Virtual recruitment sourcing involves using technology-based strategies to attract potential candidates who may fit the job requirements. This includes things like social media advertising, online job postings, search engine optimization, email campaigns, and automated candidate screening systems.
2.) Virtual recruiting engagement occurs when an employer communicates with a potential candidate via email or video conferencing platforms. This includes everything from setting up interviews, conducting background checks, and even virtual onboarding for new hires.
Some of the benefits of virtual recruitment include cost savings, convenience, wider access to talent pools, increased efficiency when screening candidates, and more. Virtual recruitment examples are becoming increasingly popular among employers due to their cost-effectiveness compared to traditional face-to-face methods. It also provides a larger talent pool and greater access to diverse candidates.
Virtual Recruitment events aren't a new trend but are really beginning to gather steam. A virtual recruitment event is an online event where employers and potential candidates can come together to meet, interview, and discuss job opportunities. It's a great way for employers to reach out to a large number of candidates in one place and quickly identify those that are best suited for their organization. Virtual recruitment events usually include activities like virtual tours of the company, video chatting with recruiters, and even online tests.
No matter what type of virtual recruitment you decide to implement for your company here are a few things to keep in mind:
1.) A strong commitment to diversity & inclusion is a must - Virtual recruitment needs to include the same recruiting, interviewing, and selection processes as in-person ones. Employers should strive to eliminate any bias based on gender, race, ethnicity, or other factors that can prevent qualified candidates from getting hired.
2.) Provide quality candidate experiences - The key to a successful virtual recruitment process is creating an excellent experience for candidates. This means providing incentives, quick responses to their questions, and the right resources to ensure they have all the information needed to make a great decision about whether or not your company is the right fit for them.
3.) Invest in interview intelligence software - Interview intelligence software can be incredibly helpful when it comes to virtual recruitment. This type of software helps employers make more informed decisions about who they should hire by providing detailed analysis of a candidate's body language, facial expressions, tonality, word choice, and more.
Online recruitment examples, also known as virtual recruitment, are becoming increasingly popular as employers need to hire better people faster. Online interview descriptions vary drastically depending on who you ask but for us, online recruiting simply means finding talent via the web and that the online recruitment process will probably take place over Zoom or Team, but that doesn't mean a video interview platform is the only tool you need to be successful.
When creating your perfect recruitment tech stack, begin with the ATS system that best fits your needs. Applicant Tracking Systems (We like Lever) are essential to the online recruitment process and help organize, streamline, and automate the workflow of finding great candidates. Think of this as the house where all your candidate data lives.
Next, you'll want to consider using an interview intelligence software like Pillar to measure a candidate's fit for the job based on their body language, facial expressions, tonality, word choice, and more - giving employers an additional layer of insight into who they should hire.
Finally, it's important to use the right online interview platform that is user-friendly and allows you to engage directly with your candidate in a meaningful way. Platforms like Zoom and Teams let you record interviews, feedback sessions, and mockups so you can make sure your processes are consistent across the board. They also allow for scheduling and tracking of interview times, giving you the ability to quickly assess a candidate's availability.
Those are the bare necessities. If you want to increase efficiency in each aspect of the hiring process, you can add Ai candidate sourcing platforms, digital assistants, testing and assessment tools, and onboarding software. All of these tools will help you quickly and efficiently fill your open positions with the best talent available. If you're looking for more information on building an effective tech stack, we've put together a resource to serve as your guide: How to Build the Best Recruitment Tech Stack.
The best virtual recruitment processes start with great people and a handful of tools to give you the edge. When you have the right tech stack, you can quickly and efficiently fill your open positions with the best talent available. Virtual recruitment is becoming an increasingly attractive option for employers due to its many benefits. But that doesn't mean it's right for you. The biggest questions you need to ask yourself to decide if virtual recruitment is right for you are:
1. Where do you need to attract talent from? Locally or Globally?
2. What are the biggest challenges you're facing right now in the area of talent?
3. Do you need to shorten time-to-hire and cost-per-hire?
4. What's employee attrition look like for you? Do you need to decrease employee turnover?
5. Do you need to filter through large pools of candidates?
These questions will help you determine if virtual recruitment is the right option for your company. With the right online recruitment examples and tools, you can quickly find great talent from a larger pool of applicants, saving time and money in the process. Virtual recruitment might just be the solution you're looking for!
If you'd like to see how Pillar's interview intelligence software is currently helping companies shorten time-to-hire, lower cost-to-hire, and decrease employee turnover by helping you find the right people, fast, book your demo today. We'd love to help you get started on your virtual recruitment journey!