10 Virtual Recruitment Services Transforming Talent Acquisition

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...

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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.



People 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


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.

10 Effective Virtual Recruitment Services

10 EffectiveVirtual Recruitment Services

1. Virtual Candidate Sourcing

Virtual recruitment services excel in sourcing top talent from a diverse pool of candidates across the globe. Leveraging various online platforms, databases, and networking tools, recruiters identify and engage with qualified candidates who match the client’s requirements. Through targeted searches and outreach efforts, virtual recruiters ensure a steady influx of potential hires for different roles and industries.

2. Remote Screening and Assessment

Efficient remote screening and assessment processes are integral to virtual recruitment services. Recruiters utilize video interviews, online assessments, and skill tests to evaluate candidates’ qualifications, competencies, and cultural fit. By employing standardized evaluation criteria and innovative assessment tools, virtual recruiters streamline the screening process, enabling clients to make informed hiring decisions swiftly and effectively.

3. Virtual Job Advertising and Marketing

Virtual recruitment services specialize in creating compelling job advertisements and marketing campaigns to attract qualified candidates. Through strategic placement on job boards, social media platforms, and professional networks, recruiters ensure maximum visibility for job openings. By crafting engaging job descriptions and leveraging targeted advertising strategies, virtual recruiters enhance the client’s employer brand and attract top talent to their organization.

4. Candidate Relationship Management (CRM)

Effective candidate relationship management is a cornerstone of virtual recruitment services. Recruiters build and nurture relationships with candidates throughout the recruitment process, providing regular communication, feedback, and support. By maintaining a robust candidate database and utilizing CRM software, virtual recruiters ensure a positive candidate experience and cultivate a talent pipeline for future hiring needs.

5. Remote Interview Coordination

Virtual recruitment services handle all aspects of remote interview coordination, from scheduling and logistics to technical support. Recruiters liaise with candidates and hiring managers to schedule interviews, coordinate time zones, and ensure smooth video conferencing setup. By managing interview calendars and providing detailed instructions, virtual recruiters facilitate seamless virtual interviews, allowing clients to focus on assessing candidate suitability.

6. Reference Checking and Background Verification

Thorough reference checking and background verification are crucial steps in the recruitment process, and virtual recruitment services handle these tasks efficiently. Recruiters conduct comprehensive reference checks with former employers, colleagues, and professional contacts to verify candidates’ credentials, work experience, and character. By adhering to strict confidentiality and compliance standards, virtual recruiters ensure the accuracy and reliability of background checks, mitigating hiring risks for clients.

7. Offer Negotiation and Onboarding Assistance

Virtual recruitment services provide support during offer negotiation and onboarding to ensure a smooth transition for new hires. Recruiters facilitate salary negotiations, benefits discussions, and contract agreements between clients and candidates, striving to achieve mutually beneficial outcomes. Additionally, recruiters offer onboarding assistance by providing relevant documentation, coordinating orientation sessions, and addressing any concerns or questions that arise during the onboarding process. By guiding candidates through the final stages of recruitment, virtual recruiters contribute to a positive candidate experience and successful integration into the client’s organization.

8. Talent Pool Management and Talent Mapping

Virtual recruitment services focus on building and managing talent pools to meet clients’ ongoing hiring needs. Recruiters proactively identify, engage, and nurture potential candidates who possess in-demand skills and qualifications. Through talent mapping exercises and market research, recruiters assess industry trends, competitor landscapes, and talent availability, enabling clients to stay ahead in the talent acquisition game.

9. Diversity and Inclusion Initiatives

Virtual recruitment services prioritize diversity and inclusion initiatives to foster a more inclusive workplace environment. Recruiters implement strategies to attract diverse candidates from various backgrounds, cultures, and demographics. By partnering with diversity-focused organizations, attending networking events, and promoting inclusive hiring practices, virtual recruiters help clients build diverse teams that drive innovation, creativity, and success.

10. Continuous Performance Monitoring and Optimization

Virtual recruitment services employ data-driven approaches to continuously monitor and optimize recruitment processes and outcomes. Recruiters analyze key performance metrics, such as time-to-hire, cost-per-hire, and candidate satisfaction, to identify areas for improvement and implement corrective measures. By leveraging analytics tools and feedback mechanisms, virtual recruiters strive for operational excellence, delivering exceptional recruitment results and driving continuous improvement for clients.

How to make your virtual recruitment process a success

How to make your virtual recruitment process a success

Utilize Video Interviews

Conducting video interviews allows you to assess candidates’ communication skills, professionalism, and cultural fit remotely. Use platforms like Zoom or Microsoft Teams for seamless virtual interviews.

Streamline Communication

Maintain clear and consistent communication with candidates throughout the hiring process. Use email, messaging platforms, or applicant tracking systems to provide updates, schedule interviews, and share important information.

Provide Virtual Onboarding

Develop a comprehensive virtual onboarding process to welcome new hires and familiarize them with company policies, procedures, and team dynamics. Utilize video presentations, online training modules, and virtual meet-and-greets to facilitate a smooth transition.

Leverage Collaborative Tools

Encourage collaboration among hiring teams by using collaborative tools like Google Workspace or Microsoft Office 365. These platforms allow team members to share feedback, evaluate candidates, and make informed hiring decisions in real-time.

Ensure Accessibility

Ensure that your virtual recruitment process is accessible to all candidates, including those with disabilities. Use accessible technology platforms, provide alternative communication methods, and accommodate individual needs to create an inclusive hiring experience.

5-Steps Strategies of Virtual Recruiting

5-Steps Strategies of Virtual Recruiting

Define Job Requirements

Clearly outline the job responsibilities, qualifications, and skills required for the role. Create detailed job descriptions and candidate profiles to attract suitable applicants.

Utilize Online Platforms

Leverage online job boards, professional networking sites like LinkedIn, and social media platforms to advertise job openings and reach a wide pool of candidates. Consider using specialized recruitment platforms that cater to remote work opportunities.

Conduct Virtual Interviews

Schedule virtual interviews using video conferencing tools such as Zoom or Microsoft Teams. Prepare interview questions that assess candidates’ qualifications, experience, and cultural fit. Utilize behavioral-based questions to gauge candidates’ problem-solving abilities and interpersonal skills.

Provide Virtual Assessments

Administer online assessments or skills tests to evaluate candidates’ technical proficiency, cognitive abilities, and job-related skills. Use assessment tools or simulation exercises tailored to the specific requirements of the role.

Offer Virtual Onboarding

Develop a comprehensive virtual onboarding program to welcome new hires and introduce them to the company culture, policies, and procedures. Provide access to online training modules, orientation sessions, and virtual meet-and-greet sessions with team members.

Legal Concerns to Keep in Mind in Virtual Recruiting

Legal Concerns to Keep in Mind in Virtual Recruiting

When engaging in virtual recruiting, it’s crucial for organizations to remain mindful of legal considerations to ensure compliance with relevant laws and regulations. Firstly, privacy concerns should be addressed, particularly regarding the collection and handling of applicant data. Organizations must adhere to data protection laws such as the General Data Protection Regulation (GDPR) or the California Consumer Privacy Act (CCPA) when storing and processing candidate information.

Secondly, discrimination and equal opportunity laws remain applicable in virtual recruiting processes. Employers must avoid discriminatory practices based on protected characteristics such as race, gender, age, religion, or disability, both in job advertisements and candidate evaluations. It’s essential to establish fair and consistent hiring criteria and ensure that all applicants are treated equally throughout the recruitment process.

Lastly, organizations should be mindful of cybersecurity risks associated with virtual recruiting platforms. Implementing robust cybersecurity measures to safeguard applicant data and prevent unauthorized access is imperative. Additionally, organizations should provide clear guidance to candidates on securely submitting application materials and participating in virtual interviews to mitigate the risk of data breaches. By proactively addressing these legal concerns, organizations can conduct virtual recruiting processes that are legally compliant and ethically sound.




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.


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
  • CRMs
  • 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.



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.

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In conclusion, virtual recruitment services offer a dynamic and efficient solution to modern hiring needs. By leveraging technology and innovative platforms, organizations can access a global talent pool, streamline the hiring process, and reduce recruitment costs. Virtual recruitment services also promote diversity and inclusion by facilitating access to candidates from diverse backgrounds and geographic locations.

Moreover, the flexibility and scalability of virtual recruitment services enable businesses to adapt to changing market conditions and scale their hiring efforts as needed. However, while virtual recruitment services offer numerous benefits, it’s essential for organizations to remain mindful of legal considerations, privacy concerns, and cybersecurity risks to ensure compliance and protect candidate data. Overall, embracing virtual recruitment services can empower organizations to find top talent and build high-performing teams in today’s digital landscape.


Is online recruiting effective?

Yes, online recruiting is highly effective in today’s digital age. It enables access to a broader and more diverse pool of candidates, streamlines the hiring process through automated tools, and often results in quicker and cost-effective talent acquisition.

What are virtual recruitment services?

Virtual recruitment services utilize digital platforms and tools to source, screen, and hire talent remotely. These services offer flexibility and efficiency, making it easier for both employers and candidates to connect irrespective of geographical boundaries.

What is the best online recruiting platform?

The best online recruiting platform depends on your specific industry and hiring needs. Popular options like LinkedIn, Indeed, and Glassdoor are effective for general recruitment, while specialized platforms cater to niche industries.

What are the cons of virtual hiring?

Virtual hiring can have downsides, including challenges in assessing a candidate’s personality and cultural fit, potential miscommunication in a remote work environment, and the need for robust cybersecurity measures to protect sensitive data.

How many hires can a recruiter make per month?

On average, a skilled recruiter can make between 10 to 15 hires per month, but this number can vary based on factors like the industry, job market conditions, and the complexity of the positions they are filling.

What is the STAR method in interviews?

The STAR method is an interview technique that stands for Situation, Task, Action, and Result. It helps interviewers evaluate a candidate’s past experiences and behavioral responses to assess their suitability for a role.

How do I become a successful virtual recruiter?

To excel as a virtual recruiter, focus on building a strong online presence, leverage AI and data analytics tools, adapt your communication skills for virtual interactions, and prioritize candidate experience throughout the hiring process.

What is a virtual recruitment event?

A virtual recruitment event is an online gathering where employers and job seekers interact. These events can include virtual job fairs, webinars, and networking sessions, allowing participants to connect and explore job opportunities remotely.

What are the benefits of virtual recruiting?

Virtual recruiting offers advantages such as access to a global talent pool, reduced recruitment costs, faster hiring timelines, and the flexibility to conduct interviews and assessments at candidates’ convenience.

What does virtual staffing include?

Virtual staffing encompasses a wide range of remote roles, including virtual assistants, remote developers, telecommuting customer support agents, and other positions that allow employees to work from locations outside of a traditional office environment. This approach provides businesses with flexibility and access to specialized skills.

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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...