Common mistakes to avoid in the virtual recruitment process
Virtual recruiting, which was considered an option a few years ago, has become imperative in the current scenario. It became a critical element of recruitment during the pandemic years.
Digital recruitment facilitates hiring across geographical boundaries. It has opened new doors for recruiters, who can now hire the best and brightest talent from the comfort of their office. It has also thrown open a sea of opportunities for candidates, who can now look for openings outside their countries of residence.
How virtual recruitment works?
- Virtual recruitment is accomplished with the help of virtual recruiting platforms.
- Candidate screening is done with the help of AI-based software. Chatbots lead candidates to the right kind of roles in the organisation.
- Recruitment software facilitates employee assessment and aptitude tests that help in hiring candidates who are the best fit for the organisation.
- Recruiters can leverage recruitment software to conduct virtual interviews.
- Virtual recruitment tools also help recruiters in onboarding and other aspects of hiring.
The virtual recruitment process is beneficial for both the candidate and the recruiter as it makes remote hiring seamless. However, if not implemented in the right manner, virtual recruitment can pose its own set of challenges.
These are some common mistakes to avoid in virtual recruitment:
Improper planning: Recruiters often have impossible expectations of the software and depend on it entirely for hiring. However, the software has its limitations and recruiters need to work within those constraints. Virtual recruitment is effective only with proper planning that leverages the benefits offered by the software.
Communication gap: Virtual recruitment requires seamless communication between the recruiters and candidates. This includes setting up meetings in consultation with candidates, sending meeting requests and reminders, following up and much more. Recruitment professionals need to ensure that there are no communication gaps and, thereby, ensure that the process is seamless.
Not paying attention to detail:Many a time, recruiters are under pressure to complete the recruitment process. In their hurry, they may miss out on small details that help to ascertain whether a candidate is indeed the right fit for your organisation. Although the interaction is virtual, the recruiter can learn a lot about candidates during the virtual interview session by observing their responses to questions and how they present themselves.
Using wrong tools:There are several tools available in the market for virtual recruitment. The wrong choice of tool can cause issues in the recruitment process. Recruiters need to select tools which include features that meet their needs best. It is also essential that they test the tool before using it.
No follow-up:Often, recruiters make the mistake of not following up with the candidates. When candidates are selected, they need to be informed about the next steps. When not selected, the recruiter should inform the candidates and give feedback about why they did not make it. Virtual recruitment tools help recruiters send automated feedback. They also facilitate a seamless virtual interview process.
Conclusion
Virtual recruitment offers better outcomes when compared to the offline recruitment process. The right tools must be used to get the best results from the virtual recruitment process. The organisation also needs to strategise the recruitment process leveraging man-machine collaboration. Hirepro, the AI-powered platform, streamlines the recruitment process by offering all the features required for end-to-end virtual recruitment.