Gone are the days of job fairs, on-campus interviews and face-to-face in-house recruitment days. Thanks to the advancement in technology, recruitment can now be done virtually. Before the economic crisis caused by pandemic COVID-19, many organizations have already realized the potential of virtual recruitment in terms of cost efficiency and convenience. But today, with many offices opting to work virtually and from remote locations, the idea of virtually recruiting the workforce is increasing in many business environments throughout the world. So, this blog has all you need to know about Virtual Recruitment Services.
THE FUTURE OF WORKFORCE
Mankind has come a long way from the time when the job gaps created by Word War 2 existed, resulting in the birth of Virtual Recruitment Services agencies. We have also moved further far away from the decade of serious resume creations, applicant tracking systems and community bulletin boards posting open positions. Today, it’s the era of virtual recruitment services.
VIRTUAL RECRUITMENT SERVICES IN A GIST
Defining virtual recruiting is quite simple.
It is nothing but a virtual recruiter remotely recruiting candidates that suits a company’s requirements by making use of the facilities such as telephone, fax machine or internet reducing the human resource burdens of a business. It is absolutely convenient and shortens the processes that are an integral part of traditional recruitment.
ADVANTAGES OF VIRTUAL RECRUITMENT
In a traditional set up, an organization or recruitment firm should have a definite budget for hiring processes. Expenditure list is never ending. For instance, if a company is planning to have a job fair, it should take care of its recruiter’s transportation costs, print brochures and other marketing materials, get stationary items, etc. Such unnecessary expenditure can be avoided by conducting video calls and sending marketing collaterals as an e-copy rather than in print. Well, face to face interactions are necessary. However, isn’t it better to shortlist the candidate and have interactions only with the selected person? It is all about convenience.
Especially, in 2020, everyone is taking social distancing seriously; virtual recruitment will be bliss for the candidate and the business. It is a mutual benefit system. Along with fighting Corona, organizations need to survive. Recruitment cannot be stopped and opting for alternative solution like virtual recruitment is a necessity.
However, businesses need to hire Virtual Recruitment Services. This any day cost low as compared to conducting regular interviews and publicity stunts.
ADAPT TO CHANGE
Onrec.com, an online company that provides recruitment resources published a blog in 2020 that reveals how HSBC’s Hong Kong Office went about recruiting during these tough times of lock downs and close downs. ‘Due to the current situation related to the Novel Coronavirus, we’re leveraging our digital capabilities to ensure we can continue to recruit top talent at HSBC.’ (*as mentioned in the blog). This is how most top companies survived the first 2 quarters of the 2020. Interviews, face-2-face rounds and even training are conducted using digital tools. Platforms such as Zoom, TeamViewer, Adobe connect; Microsoft teams, etc. have gained popularity in 2020 compared to the previous years.
Recruiters use tools that can be majorly categorized under the following groups:
- Job Aggregators
- Testing and Assessment Software
- AI & Automation
- Applicant Tracking Systems
- Video Conferencing platforms
- Human Capital Management Software
Time-to-fill is an important metric among recruiters. The time required to fill a position is termed as ‘Time-to-fill’. According to ‘The Society of Human Resource Management’, it takes approximately 42 days to fill in a position. But by the help of virtual recruiters, businesses can reduce the ‘Time-to-fill’ factor. Virtual recruitment process has more structure, faster interview system in place and use big data & analytics to make important decisions. Overall it saves time. Also, consider the amount of time lost on recruiters travelling, managing hard copies of the resumes, and manually choosing among the lot; it is a cumbersome process that can be totally avoided.
HOW TO WORK WITH A VIRTUAL RECRUITER?
Large organizations with own recruitment team can have a Virtual Recruiter from the in-house team itself. However, many small and medium scale organizations have to depend on agencies that provide virtual recruitment services. A trustworthy agency like Ossisto, can assist in recruiting the right candidate virtually by developing a clear process, perform the interview on time, onboard the selected candidates and go ahead with virtual onboarding effortlessly. The perk is that, it costs less as compared to an in-house virtual recruiter. Virtual recruitment doesn’t happen in an organization all throughout the year, so it is convenient for businesses to hire recruiters from agencies on a timely basis.
More than cost effectiveness, it is sensible in the current economic scenario. Normally, agencies provide services such as, recruiters on demand, contract based hiring, project based hiring, permanent staffing, etc.
There will be many of you who are apprehensive about recruiting virtually; owing to its many disadvantages. But this is an unnecessary worry. An experienced recruiter with an agency will be dealing with multiple clients and varied industries, they will know how to avoid bad candidates, identify fraudulent applications and select the right tools for a smooth process in place.
Well, even amidst the crisis, businesses can attain operational excellence and business growth by investing in virtual recruitment services. In fact, many organizations have taken this a little further by arranging Virtual Fairs, Info Sessions and Webinars widening their talent pipeline.
Cielo, one of the world’s leading recruitment process outsourcing provider in their recently conducted survey titled, ‘The Future of Work Survey’, found out that the talent acquisition teams of various companies have embraced virtual recruitment services practices 59% more than in the year 2019. 65% of recruiters rolled out offer letters to candidates post virtual interviews. What does it suggest? It suggests an ‘ok’ sign for all to, confidently benefit from virtual recruitment and technological advancements in the recruitment scene.