Hiring events had to be completely retooled for the current time, and it is unlikely it will go back to the pre-COVID-19 model in its entirety. To meet their recruitment goals, companies have been forced to look for alternatives to their in-person recruitment events, leading many to host virtual hiring events, discusses Sanjoe Jose, CEO of Talview.
Hiring events are not what they used to be, and it is unlikely that they will return to the pre-COVID-19 model in their entirety. With the pandemic forcing companies to abandon their regular in-person recruitment events, only one option is left: Go virtual.
Experts say that 80%Opens a new window  of recruiting will remain virtual for the foreseeable future. However, this transition should not be a hindrance, rather an opportunity to innovate your hiring drives, engage more candidates, save on time and money, and evaluate and assess applicants more accurately. Virtual recruitment events offer a long-term solution for companies that want to boost efficiencies and get their hands on the best candidates out there. Just some of the large-scale companies throwing virtual hiring events this year include Kraft Heinz and Perdue FoodsOpens a new window  and technical skill assessment company HackerRankOpens a new window .
How To Move the Recruitment Process Online
Of course, it is not as straightforward as merely “moving the process online.†Throwing an online hiring event is a far cry from the usual in-real-life (IRL) setup, and companies need to plan and invest accordingly to make sure it is a success. While the virtual hiring process is generally conducted over several days or weeks and continuously, online recruitment events condense this process into a window as short as one or two days. By streamlining the pipeline with innovative technologies, employers can screen, assess, and interview candidates fast and en-masse, allowing them to trim weeks off the usual hiring timeline. Thus, virtual hiring drives are an excellent opportunity to hire in bulk from university campuses or for entry-level positions. Still, they do require a significant promotion to ensure the candidate pool is big enough.
Here are my top tips for throwing the most engaging and effective virtual hiring event possible:
1. Make sure you have the necessary tools to hire virtually
If you are conducting a virtual hiring event, the first thing you need to be sure of is that your backend is robust enough to deal with the number of applications and candidates going through the system. Solution svicalability here is paramount to the success of your virtual event.
The last thing you want is the platform crashing because it cannot handle all the activity. You may well need to leverage multiple solutions to take care of the whole process end-to-end, ensuring that these platforms integrate and allow for data sharing. For example, tools like Calendly allow for easy automated scheduling of video calls, while online document signing software like DocuSign are handy for job offer acceptance.
On the candidate side, all they should need is a strong internet connection and a device, be that laptop, tablet, PC desktop, or smartphone. If many people from your applicant base are likely to be conducting the process through a smartphone, make sure that the platform you choose is mobile friendly not to alienate potential candidates.
2. Automate candidate registration and screening
The first step of your candidate pipeline during a virtual hiring event is the screening and registration process. If you are hiring for roles in industries such as retail, IT, or graduate programs, manually screening hundreds or thousands of resumes in a window of a few days is not viable.
That is why many recruiters turn towards automated screening and registration tools, which allow them to select the best resumes and match them with the right roles. AI-powered solutions can score recaps from least to most qualified, making it easy and convenient for you to immediately access the top applicants from your pool.
Not to mention, by kicking off your virtual hiring event with a speedy screening round, you boost your most-desired candidates’ experience and avoid keeping them waiting.
Learn More: 7 Recruitment Tips From Hiring Leaders You’ll Want to Listen to
3. Hold online assessments for candidates
You might not be able to hold skills assessments in-person, but that does not mean you have to skip them altogether. Whether your industry is retail, IT, logistics, or healthcare, online skills-based tests can be handy in evaluating which candidates are the best fit for your organization. Virtual recruitment tools can help you remotely proctor examsOpens a new window  during your online event. They can also ensure that the candidates’ integrity and identity are assured.
By integrating online assessments into your virtual recruitment event, you can evaluate candidates on their logical, numerical, and coding skills and assess soft skills like communication and cultural fit. HR leaders can automate these assessments by creating a workflow between each step of the pipeline.
For example, a candidate for a software developer role might start with a multiple-choice question test and then directly go onto the coding assessment and, finally, the video interview, providing they pass each stage. This saves you time spent scheduling each separate step of the workflow and allows successful candidates to know when their next assessment will be quick.
Learn More: Recruitment, Virtually: How Going Fully Digital Has Changed the Way Corporations Hire Forever
4. Power video interviews with AI
Like any virtual hiring event, the online version will culminate in the interview stage, where final decisions are made. While conducting interviews via video may mean you lose out on some of the intuition possible with face-to-face interactions, artificial intelligence (AI) can prove to be an ace up your sleeve. A 2019 Gartner studyOpens a new window  found that 23% of organizations used AI in the HR and recruiting domain. With the help of AI, you can find ways to recreate attributes of the physical interview in a virtual setting.
A video interview solution with AI-enhanced behavioral analysis capabilities can help you assess candidates’ behavioral attributes using facial recognition and body language analysis. And it does not stop there: AI can even use this data to recommend other roles where the candidate might be a better fit. And in the fast-paced environment of a virtual hiring event, you must get these insights instantaneously.
These solutions can also allow you to streamline the process and further reduce the timeOpens a new window  it takes to select your chosen applicants, as multiple interviews can be recorded simultaneously, with lesser staff required.
Learn More: Hiring Is Broken: Fix It With Evidence-Based Hiring
5. Do not lose sight of candidate experience
You may not add the same touches to your virtual event that you would include in your real-life drive, but that does not mean that candidate experience should be sacrificed. It is crucial to keep your communication with candidates clear and constant beforehand, and throughout the event, they know what to expect and where they stand. This could be through email campaigns, text messages, or social media posts. The better an idea your candidates have about how the event will take place, the more prepared and confident they will feel.
You will also need to test out your platform well ahead of time to ensure that the UX is smooth and intuitive to navigate. The last thing you want is for candidates to struggle to find out what they need to do next or whether they have been successful.
Lastly, remember that a big part of the candidate experience hinges on how they perceive your brand and the professionalism you demonstrate. Video interviews held with a human interviewer are a crucial opportunity to allow your company’s personality to shine through. Ensure that the person interviewing is lively, attentive, and able to answer any questions that may come at them.
To Sum Up
Many organizations holding virtual hiring events right now are doing so for the first time, but that does not mean you have to come off as amateurs. With the right technology platforms, extensive preparation, and openness to virtual recruitment events, companies will not merely replicate hiring drives’ benefits in real life. They will surpass them.
Which best practices are you following to implement a virtual hiring event in your organization? Tell us on LinkedInOpens a new window , TwitterOpens a new window , or FacebookOpens a new window .