Virtual Recruiting

The COVID-19 pandemic has changed nearly every facet of the business world. One of the ways it has affected Human Resources professionals has been with the recruiting process. Recruiting includes the identifying, attracting, interviewing, selecting, hiring, and onboarding of employees, and each part of this process has been impacted in recent months. Out of them all, the most significant change has been in the interviewing process.

Traditionally, recruiting included two or three in-person interviews, and at this time, that may not be feasible. Changing to virtual interviewing may be the best option for your organization, but you should be aware of several items.

The Benefits of Virtual Recruiting

There are several aspects about virtual technology that are wonderful. Keep in mind that it wasn’t long ago that virtual interviewing wouldn’t have even been a possibility. Now, there are several options, and some of them have no cost, like Google Hangouts.

Additionally, virtual interviews can be convenient for all parties. For example, if you have people working at different locations, virtual interviews can allow you to include more people that may not have been able to travel before.

Also, as long as you inform the candidate, you are allowed to record interviews for others from your organization to watch or to refine your team’s processes.

General Tips for Virtual Recruiting

Depending on your industry or the particular position you are hiring for, there may be nuances to ensure an effective process. However, below are

some general tips for virtual recruiting:


Virtual interviews are different than in-person interviews. If your organization has two people interviewing a candidate, make sure you rehearse beforehand who will ask the questions and the overall order of the interview. Talking over people on an online platform can become very distracting.


This process may be new for you, but it is likely new for your candidates, too. Make sure to give them all of the information ahead of time about your virtual meeting. When should they log into the meeting? How long do you expect the meeting to be? Make sure that the candidate is familiar with the platform you intend to use.


Although technology can undoubtedly make many processes easier, technology is also incredibly frustrating when it doesn’t work. Make sure that your team can troubleshoot things like audio feedback, cameras that aren’t working, lagging video, and other common problems. The more that your organization uses a platform, the better off you’ll be.

If you have any questions about virtual interviewing or any other part of the recruiting process, please feel free to reach out to me directly.

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