By Danya Williams, Marketing Communications Manager, Frog Recruitment
How do you source, attract and recruit people in an ever changing and expanding global workforce?
The changing way in which people work demands an evolving recruitment process. As businesses continue to migrate towards virtual meetings, remote working arrangements, and increased flexibility in working hours, it follows that recruitment processes need to be flexible enough to cater for this changing workforce.
Enter the rapidly expanding world of virtual recruitment which is revolutionising the worldwide recruitment process. Virtual recruitment covers any recruitment activity that is not face-to-face. Traditionally, this has meant phone-based recruiting, but in recent times this has shifted to an increasing prominence of video communication techniques. Whether it is video interviewing, video position descriptions, video resumes, or employer brand videos, this is fast becoming a norm in facilitating introductions between organisations, agencies and candidates in a virtual environment.
If a picture paints a thousand words, a 2 minute video showing an organisation’s culture, work environment and management must be an invaluable piece of content. Not only can video content increase an organisation’s reach through multimedia channels, but it can increase the number of relevant applications who will be able to make a more informed decision about the career opportunity in question. In conjunction with online advertising, social networks, employer career sites or specific vacancy microsites, potential candidates can be interacting and engaging with the recruitment process 24 hours a day.
Virtual career fairs are another trend we are noticing developing. Unlike in-person career fairs, virtual career fairs give employers and recruiters a chance to not only find and attract local talent, but also nation-wide and global talent at a fraction of the cost and time of attending and exhibiting. Employers and recruiters are available online at specific times to interact with candidates who are interested in employment at an organisation, or run in conjunction with industry groups. This is most popular with graduate recruitment programs that are dealing with large numbers of potential candidates plus the technology side of virtual career fairs ensures all candidate details are captured and recorded, which further increases efficiency and effectiveness.
One of the greatest advantages of virtual recruitment content is that it can be recorded and shared. Video interviews are a natural progression of the recruitment process with the added advantage of being able to control the questions to a group of candidates and the ability to record their responses. This not only saves the recruiter time repeating similar questions to multiple candidates but it also saves candidates time being interviewed by multiple people in the recruitment process as the video interview can be shared with employers and hiring managers alike.
So what can organisations expect by going virtual? Well, for starters virtual recruitment technologies take surprisingly little effort, expertise and investment to set up. Other benefits include:
- Reduced time to fill – Larger reach and higher quality applications
- Reduced cost – Less reliance on paid advertising and manpower
- Real time reporting – Access to real-time dashboard reporting to track campaign effectiveness
- Reduced duplication – Especially in graduate recruitment when a set of standard questions may be used, video questions could be pre-recorded and used to compare responses
- Global talent pool – Access to candidates from any location with internet access
- Eliminate scale – Smaller organisations can compete on a level playing field
It’s all about matching the right scenario to the right solution. Virtual recruitment is very well suited to high volume recruitment, such as graduate recruitment, and also in situations which require sourcing, attracting or communicating with potential candidates who aren’t located locally. There are still huge benefits in conducting live in-person interviews with candidates to discuss opportunities organically whilst being able to also probe further into responses as required.
It’s also worth remembering that broadband speed, technical equipment, confidence and language skills may restrict some candidates ability to interact with virtual recruitment processes. Rather than penalising or discriminating candidates for conditions which are out of their control, or required to fulfil the job requirements, it’s best to provide alternative solutions in your hiring process.
As employee work arrangements become increasingly flexible, recruitment will need to be across multiple media channels and using various techniques to be on par with the ‘new normal’ that many organisations are facing in this ever changing global workforce. There is no one perfect solution for sourcing, attracting and recruiting talent, but having a larger array of options in your recruitment toolkit can certainly help facilitate better outcomes for everyone in the process.
Please contact Danya Williams, Marketing Communications Manager at Frog Recruitment for more information on Virtual Recruitment