The COVID-19 pandemic has changed the way we do business. Perhaps one of the most significant changes in the way companies are hiring. In fact, according to the Society for Human Resource Management, many companies in 2021 claimed that they would adopt virtual recruiting strategies.
With social distancing guidelines in place, many businesses are now turning to virtual hiring to find new employees. If you’re also thinking about migrating your business to virtual hiring, you should consider a few things first.
Define the role.
When you’re writing a job description, be as specific as possible about the duties and responsibilities of the role. The more specific you can be, the easier it will be to find a qualified candidate.
For example, if you’re looking for a customer service representative, you might want to include in the job description that the successful candidate will be responsible for handling customer inquiries, complaints, and returns.
In addition to being specific about the role’s duties, you should also include information about the required qualifications. For example, if you’re looking for a customer service representative, you might want to include in the job description that the successful candidate will have excellent communication skills and at least two years of customer service experience.
This is helpful because it allows you to screen candidates more effectively. When you have a clear idea of what you’re looking for, it’s easier to weed out unqualified candidates and narrow down your search to the most qualified candidates.
Consider your budget.
While virtual hiring can be cost-effective, there are still costs associated with it. You’ll need to factor in the price of advertising the position, conducting interviews, and onboarding the new hire. For instance, if you’re planning to post the job on various job boards, you’ll need to factor in the cost of posting.
You should also consider the cost of conducting interviews virtually. While you might be able to save on travel costs, you’ll still need to factor in the cost of video conferencing software and the time it takes to conduct the interview.
Finally, you’ll need to consider the cost of onboarding the new hire. Even though the new hire will be working remotely, you’ll still need to provide them with the necessary training and resources to do their job effectively.
When considering your budget for virtual hiring, it’s essential to factor in all of the associated costs so that you can make an informed decision about whether or not it’s the right choice for your business.
Determine your timeline.
When do you need to fill the position? Factor in enough time for advertising, interviewing, and onboarding when determining your timeline. Rushes can result in poor hires that end up costing you more in the long run. Let’s say you’re hiring a new accountant; you might want to factor in two weeks for advertising, one week for interviewing, and one week for onboarding.
Keep in mind that the entire process might take longer than you expect. You might not find the perfect candidate right away, so it’s important to give yourself enough time to find the right fit for the role.
Consider recruitment software.
It might seem too much trouble to switch to virtual hiring, but actually, there are several software platforms available that can help streamline the whole process. Many free recruitment management software offer features like job postings, applicant tracking, and interview scheduling.
This can save you a lot of time and hassle when hiring virtually. It’s important to note that not all software platforms are created equal. Some are better than others, so it’s important to do your research and choose a platform that meets your specific needs.
When it comes to virtual hiring, using the right recruitment software can make a big difference. Not all software platforms are created equal, so it’s important to do your research and choose a platform that meets your specific needs. Here are some things to consider when choosing a recruitment software platform:
When it comes to virtual hiring, using the right recruitment software can make a big difference. If you don’t have the time or resources to handle the hiring process independently, you might want to consider this technology.
The COVID-19 pandemic has led many businesses to migrate to virtual hiring practices. If you’re considering making the switch, you should keep a few things in mind first. Define the role, assess your budget, determine your timeline, and evaluate recruitment software to find a platform that fits your needs. Considering these factors, you can set your business up for success when migrating to virtual hiring practices.