We won't be beaten on price or service

With many types of businesses locked down – at least in a physical sense – organisations are forging forward by using virtual recruitment strategies. 

Some companies were already doing some portion of their recruiting online before Covid-19 came along, but now, they are actively recruiting, hiring and onboarding without ever meeting candidates face to face. 

 The good news is thanks to technology, it’s not as hard as you would think to make the shift to virtual recruitment strategies. 

The key: You have to stick to your basics, says Celia Harper-Guerra, global VP of talent acquisition for Sprinklr, an enterprise software company. “What is your foundation for your recruitment philosophy?” she asks. “Start with that foundation and apply that in the virtual world.”

At Danco.Work, we specialise on a dual level in order to provide you with a service from helping you assess your business requirement on staffing to maintaining the fundamental well being of your virtual assistants working for you.

Click here to see what is included even with our basic outsourcing virtual employment model, you will be pleasantly surprised!

With many types of businesses locked down – at least in a physical sense – organizations are forging forward by using virtual recruitment strategies. Some companies were already doing some portion of their recruiting online before Covid-19 came along, but now, they are actively recruiting, hiring and onboarding without ever meeting candidates face to face. 

The good news is thanks to technology, it’s not as hard as you would think to make the shift to virtual recruitment strategies. 

Whether you are a start up or an established business tackling with the new norms of working from home, Danco.Work's virtual employment solution could help you save significant costs and scale your business to pre-lockdown level fast. 

What’s virtual recruiting? 

In short, virtual recruiting describes a hiring process that takes place remotely, without meeting the candidates face to face. Instead, recruiters rely on technology to host video interviews, virtual events, surveys, and assessments to evaluate their applicants remotely.

The advantages of virtual recruiting 

While face-to-face interviews shouldn’t be undervalued for the honest, personal connections they facilitate, virtual recruitment strategies are becoming increasingly common, especially when social distancing measures apply. So, let’s explore the advantages of virtual recruiting.

Ensuring recruiting continuity even in difficult situations

 As we’ve already alluded to, COVID-19 has accentuated the need for remote hiring strategies. In many cases, this pandemic has forced entire teams to work from home. 

Still, by having a virtual recruitment process in place, you can continue to hire and onboard new staff. As long as you and your applicants have a stable internet connection, it’s possible to continue filtering prospects through your recruitment funnel despite the chaos Coronavirus has ensued.

Saving time, protecting schedules 

Virtual recruiting enables you to screen more candidates in a shorter amount of time – especially if you’re using one-way video interviews and online assessments. But even traditional video conversations can be scheduled much more flexibly to fit around your busy schedule. 

The bottom line: Either way, you’ll save time – which is never a bad thing!

Reducing recruitment spending and interview expenses 

A well-designed virtual recruiting process allows you to automate a lot of manual tasks. That way, you can streamline and optimise the entire process to ensure your funds are used effectively on finding and recruiting the best possible applicants. In the long-run, your company will also save money on interview expenses, especially travel expenses for your out-of-town candidates.

Minimise bias and open more doors 

Streamlining your virtual recruitment efforts allows for a consistent approach. This is essential for affording each candidate an equal footing and reducing common hiring biases. Some all worthy candidates will be brought to your attention that otherwise may have slipped through the net. What’s more, a virtual hiring process allows you to access a global talent pool and recruit people from different parts of the world in an efficient way.

The limitations of virtual recruiting 

There are two sides to any coin – so, while virtual recruitment boasts plenty of advantages, conversely, there are valid reasons why many still prefer face-to-face interviews and wouldn’t want to stick to remote recruiting after the COVID-19 pandemic. These drawbacks don’t necessarily discredit virtual recruiting. Instead, they pose challenges that, with careful thought and consideration, can be overcome with a hybrid approach. With that being said, let’s take a look at some of virtual recruiting’s drawbacks.

It’s harder to gauge a culture fit 

Without candidates coming into the office, introducing them to the team, and showing them around, gauging whether they complement your office’s culture can be a challenge. They might accept the job only to find that your workplace environment or their team doesn’t suit them, or vice versa, and this mismatch could lead to an early exit. This is where video face-to-face interviews shine, as recruiters get the chance to engage with candidates on a more personal level. 

It’s an effortless way to ease your support team’s workload, and provide instant responses to applicants – win-win!