With advances in technology, tools, and connectivity, virtual recruiting is a mainstay of the search firm process. In recent years, many employers have also embraced virtual recruiting as part of their process and have experienced first-hand how web-enabled functionality is creating efficiency. According to a LinkedIn 2018 Global Trends Report, “video interviews are largely replacing the traditional phone screen.” We are also seeing it replace the in-person interview.
Though virtual recruiting is not a new concept, many companies are just stepping into this foray as they adjust to COVID-19 work-from-home restrictions. While many companies are experiencing temporary downsizings during the pandemic, others are still actively recruiting for talent. Candidates are exploring and hiring is occurring. As we come out of this worldwide challenge together, it is likely that the trend toward virtual recruiting will have increased and become integral to how companies engage, select, and hire.
Wherever you are in the spectrum of virtual recruiting experience, and whatever tools you are using (Skype, Zoom, FaceTime, and the myriad of others), these unusual times require each of us to hone our people, process, and technology skills to a new level.
Successfully doing so requires a change in cultural mindset and an operational shift for it to be fully embraced. At a tactical level, proactive and careful preparation is one of the easiest things to do and makes a major difference in the video interviewing experience for all participants. Now, more than ever, it is important to take into consideration how the overall recruiting and interview experience sends a powerful message to candidates about what it’s like to work for your company and how you treat and value your employees.
In addition to adhering to social distancing guidance, virtual interviewing allows companies to reduce cost, increase geographic reach, save time, and creates flexibility for candidates, recruiters, and hiring managers. Our need to rapidly adjust to the pandemic circumstances may forever change how we approach recruiting. There is simply no way that our lives will resume as if this had never happened.
The landscape of virtual recruiting is one that is well-known to our executive search practice. We’ve accumulated some best practices below to help you navigate the remote recruiting and interviewing process.
Treat video interviews with the same seriousness as in-person interviews. When creating a video interview, the goal is conducting a high-quality, professional experience that reflects you and your company’s image and culture.
Consider conducting some practice sessions and videotaping yourself to get a better sense of your own natural movement, physical habits, and body language.
Here are some other best practice tips to consider:
Creating a human connection via technology has its challenges and we need to adopt approaches that optimize the interviewing process and result in a win-win outcome for everyone. Perfecting your “practice” takes practice. Be patient with yourself and others who are invested in the process. Resilience will prevail!
Mary Riccobono, SPHR
Vice President & Practice Leader, Talent Acquisition