Virtual recruiting techniques

- I once worked on a team where we were interviewing candidates for a junior virtual management role, and we could tell the recruiter did not prep the candidates. Some were surprised to see more than one interviewer on screen, and others were not knowledgeable about the position. In that moment, our trust in the abilities of the recruiter were diminished because the candidates you present are a reflection of you, and in a virtual world, there are additional technical variables to contend with. Because of the ability to reach more candidates within a shorter period, hiring teams who use virtual recruitment technology most effectively can attract top talent. Let's look at how you can facilitate the success of both your hiring teams and the candidates you recruit virtually. For the hiring team, the easy part is sending out the invitation to attend a video conference, and using generative AI to craft the emails and schedule the interviews will take some of the administrative responsibilities off you. The more difficult part is ensuring your hiring team is not only comfortable, but confident in their ability to use your virtual tools. Set aside time for training and mock interviews to promote professionalism and ease. You might even create a set of rules and etiquette for video calls, such as headphones to block out background noise, limited distractions in one's background, et cetera. Don't assume the hiring manager understands how to use the interview software program. They may need training and practice. Be available or have someone from your team available during the interview. If the hiring team is conducting a panel interview, they must understand who is asking which questions. It's best to divide the questions into competencies and desired outcomes, and even provide the order in which questions are to be asked so interviewers aren't talking over each other. When preparing candidates, you can think of a virtual interview as a two-in-one interview for remote candidates. It shows how well they can navigate virtual tools and small meetings. Still, give your candidate everything they need. Let them know what time they should join the call. Give them any necessary links, and ask that they download any software or app required for the call well in advance of the interview. Of course, that requires preparation on your part, too. No last minute scheduling here. And you can use AI to create a prep document that you can utilize with candidates. Go a step further, and do a practice run with your final candidates, ensuring their technologies are compatible and providing them with a space to ask any last minute questions. Lastly, have a technology failure backup plan. While technology is innovating the way we communicate, it's not always reliable. Whether you're having Wi-Fi issues or one person can't seem to unmute, you need to have a plan set for what to do if technology fails you. Are we moving to a phone interview? Will we reschedule? Are we calling in using our cell phones in case our computer sound and cameras fail? Technology has enhanced our ability to communicate, and it is improving. If we master their use and ensure our hiring teams and candidates know what to expect, the process can run smoothly for the candidate, the hiring manager, and you, the recruiter.