In 2020 and beyond, businesses were pushed to shun their ongoing traditional operations and quickly revamp to adopt new business tactics. Not just online payments and marketing, but also remote work and online recruitment are among the most recent advancements in business operations.
Without ever meeting your candidates in person, virtual recruitment provides the extra benefit of cheaper costs and a broader pool of variety in less time. In the last five years, the usage of social media for recruitment has increased by 54 percent, and there are numerous advantages to adopting social media as part of your recruitment strategy. Here are a few.
Here are 30 approaches to virtually recruit candidates to ensure a steady flow of talent into the system to allow continuous progression.
Set a recruitment strategy
Create a Crisp job description.
Job descriptions can help to identify specific talents or abilities required for a position, as well as the pressures that the role involves. A decent job description informs the applicant about the duties and responsibilities of the position. The job description outlines the core work functions besides the skills, knowledge, talents, and other qualities required for successful job performance. Set recruiting goals with job board platforms.
Discover Untapped Talent with Virtual Hiring Events
Simply said, most firms no longer find job fairs any productive mode of recruitment. Consider conducting a virtual recruiting event if you need to hire a large number of people at a time. Indeed, Brazen are two of the favorites among the many virtual job fair sites.
Virtual Hiring Events from Indeed allow you to recruit, pre-screen, interview, and engage with applicants in a wholly online setting that replicates traditional hiring fairs.
Develop and revamp the employer brand continuously
Optimize career page
It’s impossible to ignore the importance of having a well-designed careers page. It is a crucial component of any recruitment strategy for a variety of reasons. It’s an excellent tool for promoting open positions, sharing content, and providing details about the company’s mission, culture, and benefits.
Increase your Social Media Presence
Using social media platforms to recruit employees online is an excellent tool for promoting the company’s brand. Social media networks enable businesses to post a variety of engaging, employer brand-building content for the top prospects to fall in love with them. It ranges from amusing videos made by the employees on Facebook to insightful articles shared by members of management on LinkedIn.
Share the company’s niche element that relates to your areas of expertise. If you’re a productivity app, you can aid your users by offering productivity-boosting advice.
Share employee testimonials online
Candidates can hear directly from prospective co-workers about what it’s like to work at their organization through employee testimonials.
Podcasts and video testimonials are the popular tools that allow listeners to hear the voice and passion behind what employees are saying, which is missed in written testimonials. This provides a great deal of information on the employees’ origins, personalities, and roles within the company.
Share company culture
Share your BTS (behind the scene activities). The way you work as a team is a wonderful method to humanize any brand. Working with robots is a chore that no one enjoys. Instead, they want to know who is behind a company, which is why BTS material does so well on social media, letting your fans learn more about you and connect with you better.
Feature employees on Instagram
Publishing your employees’ accomplishments, company celebrations, and awards on Instagram helps put a welcoming face on a business firm. It portrays the organization and its employees as well-equipped and professional. By discussing the employee’s task and process, the company will be able to unwittingly advertise its business.
Host an Ask Me Anything (AMA) to Solve Candidate Questions
Employees gain insight into the employer’s mind through Ask Me Anything queries and discussions. An open-ended Ask Me Anything for inquiries and sessions can also be a terrific method to build a two-way communication channel between employees and the employer if they are well-planned and executed.
Provide candidate FAQs
Every company’s application process is unique, and FAQs help candidates feel more at ease. Because many companies receive similar queries from candidates, Glossier took out the middleman and created a FAQ section where candidates can get answers to their questions before applying. It informed them about the procedure, when they should expect a call from the organization, and where they could get more information about various opportunities.
Get involved on Quora and Reddit
Establish the company presence inquiry websites just to check if anyone is talking about the firm on famous question sites like Quora and Reddit. It is also to tap and engage with applicants and create a relationship by delivering genuine replies.
( Also Read: Social Media Recruiting Guide for Recruiters )
Optimize job search on google
The companies must optimize their job listings and careers pages so that they appear in Google for Jobs search results. Make sure the job listings can be crawled. Ensure that the Googlebot can crawl the job listings on the company website.
Since June 2017, Google for Jobs has been progressively bringing out new services for job seekers, including salary ranges and reviews from sites like Glassdoor as well as geographical searches.
Target competitive Keywords
Recruiters can use Google search to conduct SEO keyword research for job ads and uncover popular terms to target their ideal candidates. Actual title, location, and desired applicant abilities must all be included in the list of terms.
Then, for all relevant terms, look for the keywords and their Search Volume. Semrush is the preferable keyword research tool and the most comprehensive SEO toolset available. AnswerthePublic or Google Trends are free keyword research tools.
This metric displays the number of monthly searches for a specific keyword based on location. This allows you to determine which keyword would be the most effective based on searches.
Target Job Titles
It’s crucial to figure out which keyword is most likely to bring in the most traffic and base the title of your job page on that keyword. It’s obvious that job title with keywords is highly valued by Google’s search algorithms.
The page’s meta title should include the job title, location, and firm name, having relevant keywords.
Film recruitment videos and posts to attract talent
While they do take some time and work, business culture films are an excellent method to deliver highly absorbable content that can be shared and reused across platforms and for every new role that arises. The candidates who react and review can be considered potential candidates.
Build a silo of talent online
Create recruiting social channels
Using your social media channel to portray a business might help a company reach out to more people. People can utilize social media networks to keep in touch with one other directly or as a referral mechanism.
Companies build dedicated recruitment social accounts that are specifically targeted at job seekers. Candidates can identify this account above any other company account by their social media handles. They exclusively share information on their corporate culture, employee spotlights, recruiting events, and open positions.
With a variety of employer branding options, Glassdoor helps you reach and influence top-quality applicants. When it comes to judging firms, professionals prefer peer reviews over other information sources, therefore encouraging the employees to express themselves online.
LinkedIn provides a suitable environment for the professional community. Because the knowledge and content offered on LinkedIn are shared by actual professionals, people trust it. In Business Insider’s Digital Trust Report, LinkedIn was awarded the most trusted social platform.
Build a Talent community
The online talent community provides the company hiring team with a better applicant pool. One of the most powerful things a company can implement today is to build a community around its brand. If they have a community, they should encourage members to interact with one another.
The new-age tools help in retrieving the email address of almost any potential candidate. Here are some good contact information-sourcing tools such as RocketReach that collect contact information from public sources.
Also, a GitHub profile has their email address revealed by Hikido. This is an excellent tool for technical sourcing.
Reach Passive candidates
Try using the email invite template if the recruiter identifies a wonderful applicant in the talent pool that they want to reconsider and invite to an interview. Such a passive candidate community is made up of people who have shown interest in the company and may have even been interviewed. However, they were selected for some reason then. Stay in touch with passive candidates so that they’re the first to know when a better opportunity arises.
Facebook, Instagram, and Twitter are excellent sites for creating aesthetically appealing advertisements and infographics to accompany job opening announcements.
Utilize niche candidate Network
The company undoubtedly developed a routine for advertising job openings on the career page, LinkedIn, and a few other sites. While many of these platforms are convenient and feature a large network of possible candidates, it’s critical to reach out to a varied set of networks in order to reach out to diverse talent on the platforms they use.
There are also specialist job sites where job seekers can avoid the usual areas where all are applying for jobs and have a higher chance of obtaining a position. Such niche job sites include Dice.com, Theladders.com, and OneWire.com.
Empanel with Universities
Campus recruiting has become the most proven technique of building an applicant pool as a result of digitization. Companies collaborate with the college campus, using tools such as Xobin Campus Recruitment Software to conduct online interviews, and employ applicants to work for them.
Encourage online employee referral program
Businesses and organizations use an online employee referral program to identify talented people by asking their current employees to propose prospects from their existing networks. This recommendation could come from a variety of sources, including a referral form on the website or a link in an email template.
Checkster and other reference check systems can assist speed up the applicant certification process, freeing up your recruitment team to source and do other important tasks.
Set Online Interaction for easy application
Provide Job Alerts
Candidates can sign up for job notifications at ThoughtWorks to be the first to know when a position that matches their interests and experience becomes available. This allows the organization to stay in touch with warm leads and maintain them in their talent community, ensuring that there are always qualified people in the pipeline.
Omnichannel Job Application experience
Provide a fast and easy-to-use omnichannel job application ecosystem for candidates. The term “omnichannel” refers to a multichannel hiring strategy that aims to provide applicants with a consistent application experience, whether they’re applying for a job online from a desktop or mobile device, through a tab, or in a glass-walled cubicle.
Selection tools for HR hiring
Video interview platform
For both interviewers and candidates, free video interview platforms like Skype, Zoom help to speed the interview process. Video applications are an excellent method to get to know your candidates, especially for creative or customer-facing professions.
Application tracking system
An applicant tracking system (ATS) is a piece of software that assists businesses in gathering, organizing, and tracking candidates during the hiring process. Greenhouse and other applicant tracking systems to allow you to evaluate candidates more efficiently can help you speed up the candidate selection process.
Accept video application
A video job application is a brief video that a candidate uploads with a job application for an open position, usually less than two minutes long. Employers can use the video application to assess candidates to see if they are a good fit for the company’s culture.
Employees will appreciate learning tools like Lessonly, and giving new hires access to these online resources can help them get up to speed quickly at your organisation.
Check candidate background
Background checks are a crucial part of the hiring process, and online background check platforms like HireRight and Checkr may be far faster than traditional background check services. Background checks allow someone to look into a candidate’s criminal background, education, work history, and other past activities.
Selecting the candidate using online Skill Testing tools
Skill evaluation tools
A skills test is a type of assessment that is intended to offer an unbiased, validated assessment of a candidate’s ability to perform the tasks outlined in the job description. A skills assessment typically asks a number of questions in a variety of formats to determine how candidates execute on-the-job duties. Candidates’ hard skills can be vetted using technologies like eSkill and Interview Mocha before they qualify for interviews.
are structured frameworks that assist in the unbiased evaluation of psychological traits such as personality, conduct, intelligence, aptitude, motivation, and values. They usually take the form of surveys, exercises, activities, games, and so on. Psychometric testing tools such as Mindtools and Peoplogica can uncover features in candidates that are critical for success in the job you’re looking for.
Interview consolidation and reporting tool
Many firms interview job applicants one-on-one, but the recruiting process usually involves numerous employees in the company. These individuals must also obtain information and insight into each job candidate that is being interviewed. The simplest method is the interviews report of the candidate that summarises the experience and can be shared with others.
A report template can be used to plan the interview as well as to write the report. This may assist keep conversations on track and prevent queries and information from being overlooked.
Recruiting candidates virtually comes with its own set of protocols. A range of seemingly trivial difficulties might deadlock the hiring process. Therefore, when competing for top talent, adroit recruiters take precautions and set up their hiring techniques with a toolkit of software platforms in such a way that they reduce the risk of an excellent candidate falling through the cracks.