Transitioning to Virtual Hiring
May 26, 2020
To succeed in the new world of recruitment, employers need to adapt engagement with potential candidates at all stages of the hiring process. In light of ever-evolving worker concerns, it is important to re-evaluate recruitment processes, incorporate new virtual alternatives, and evaluate outcomes. We’ve described some examples here to help you understand how other companies are thinking about modifying hiring processes and transitioning to the new post-COVID-19 environment.
One company we’ve been working with had previously used hiring events as a cornerstone of their high volume hiring strategy. This company did not want to leverage a new technology, like a virtual hiring event platform, as they did not believe their recruiters could learn and leverage a new technology quickly enough to meet their hiring demand. They decided to use the Jobcase Scheduled Connect product to provide their recruiters with a high volume of scheduled phone calls. This has been incredibly successful for them, as their recruiters could easily adapt phone interview processes to include these new large batches of scheduled calls. Over a series of 8 Scheduled Connect events, they interviewed 591 candidates and provided conditional offers to 366 of them.
Another company we are working with is still struggling to determine how to adapt their hiring processes to ensure candidates have access to the technology they need to complete the application process. This company hires work-from-home customer service reps and provides employees with computers for use at home. A fantastic opportunity for so many people! However, this employer’s application process requires candidates to use a desktop computer to complete a set of assessments. Before COVID-19, candidates may have been able to complete these assessments using public computers at a local library or by borrowing a friend’s device. But due to current distancing guidelines and closures, candidates without computers have few to no options to complete the employer’s recruiting process.
How would your company handle this situation? A company in a similar situation has opted to eliminate the assessment step. They found that their assessment wasn’t providing enough valuable information for the trouble it was causing candidates and the resultant hit to their recruitment funnel conversion.
Some companies we are working with have embraced brand new technology to help their high-volume hiring needs. The Virtual Job Fair product has become an important piece of one such company’s high volume hiring process. They too had relied heavily on physical, in-person hiring events pre-COVID, but realized they needed to adopt new tools to adapt. So far they have primarily used the Virtual Job Fair product as a top-of-funnel touchpoint, to share information and answer questions candidates have about the application process. However, with the rollout of the new 1:1 video conferencing feature they might test their use of this product for full funnel conversion, to get candidates all the way through the process to the conditional offer stage.
“Good fit. Strong tech. Qualified”
— Recruiter note on candidate after Virtual Job Fair chat
Whatever strategy and/or new tools you employ, ensure that the tools align with your processes, candidates can engage seamlessly with you, and you train your recruitment team to get the most out of each tool. When you move fast and change rapidly as an organization, training can sometimes feel like an unbearable weight. However, we’ve seen that training, coordination, and a good support network pay off dividends. The partner you entrust to help provide you with new tools can play a key role in your hiring process. Just this week, the Jobcase Customer Success team roused recruiters from bed one morning to ensure they joined a virtual job fair. Make sure whatever partner you choose will go above and beyond to support you through the bumps along the road of this new world we are all figuring out together.