The initial transition to virtual recruiting this spring may have felt like a scramble as talent acquisition teams worked to quickly figure out which tools and solutions could meet their rapidly-evolving needs. Yet, what we’ve seen in the months since is that the overall success of these programs is undeniable. Most enterprise recruiters note that they’ve yielded significant gains, including greater access to in-demand talent alongside an increase in hiring process efficiency. As such, it’s little surprise that 81% of talent professionals responding to a LinkedIn survey “agree virtual recruiting will continue post-COVID.”
Given the proven benefits associated with virtual recruiting and the focus on how organizations can continue to capitalize on the practice moving forward, we’ve compiled the best insights from three of our most popular blogs on the subject:
• Virtual Campus Recruiting: 7 Steps Recruiters Can Take to Stand Out With Gen Z
• Q&A With Greystone Health’s Megan Dean: Moving Forward—and Fast—With Virtual Recruiting Events
• Virtual Recruiting Events: Best Practices to Lead Your Talent Acquisition Team to Success
Virtual Campus Recruiting: 7 Steps Recruiters Can Take to Stand Out With Gen Z
While conversations have revolved largely around how organizations can manage their own virtual recruiting programs, there’s also a need to consider best practices for when talent acquisition teams are participating in virtual events hosted by third parties. This is particularly the case for companies trying to attract talent for internship and early-career opportunities. As Chief Customer Officer Pat Amaral notes, these efforts involve significant planning in advance, from evaluating all available campus-sponsored options (video panels and mock interviews versus a virtual career fair) to assessing the organization’s Gen Z messaging within the context of the pandemic.
Among his best suggestions are those relating to two aspects that are often overlooked when the emphasis is on logistics. First, make sure to involve current employees in your efforts. One of the most common complaints students voiced about career fairs in the past is that they would have preferred the chance to connect with people they would actually be working with rather than speaking only to a recruiter. Virtual recruiting events make it possible for recruiters to address this because it’s much easier—and far less costly—to have employees participate. For example, ask recent early-career hires to speak to their experience joining the organization right out of school or invite hiring managers to join at a dedicated time to meet priority candidates and speak to the work being done in their departments.
In addition, it’s essential to have a follow-up plan in place before event day. Tools like a Talent CRM can help teams keep up with post-event communications, especially when it comes to automated nurture campaigns that keep an organization top of mind among students. You can even host your own virtual recruiting events to maintain engagement after a campus-sponsored event, inviting students to participate in seminar-styled information sessions where they can get to know your organization better and even network with other student participants.
Q&A With Greystone Health’s Megan Dean: Moving Forward—And Fast—With Virtual Recruiting Events
GR8 People and Greystone Health teamed up this spring to overhaul the organization’s recruiting processes in response to COVID-19. As Director of Human Resources Megan Dean explains, “Following the coronavirus outbreak, our facilities had to restrict visitors and that meant all job applicants, too. While we were able to rely on text recruiting and email to communicate with candidates, we quickly saw that those channels can’t replace the face-to-face interactions that are essential to Greystone’s hiring process and candidate experience. We knew we had to do something that would mirror the onsite event experience, so I began reviewing what was available in the market for what seemed like the next best thing—virtual recruiting events.”
After assessing the tools they had on hand that could support them in their transition to virtual recruiting, Meagan identified what was required to fill in the gaps and bring everything together for a more seamless experience. This included the ability to automate virtual phone screens and interviews, as well as capture the right event performance metrics. “Automation was a non-negotiable requirement as I needed a system that would eliminate manually intensive and time-consuming work for my recruiting team.”
After selecting GR8 People’s Virtual Recruiting Event Solution, Megan’s team was up and running in two days and their success has been extraordinary. Their new virtual recruiting event process has reduced average time to fill from more than one week to as little as one day. It’s an achievement that benefits every other aspect of Greystone’s operations and, ultimately, their residents and patients.
Virtual Recruiting Events: Best Practices to Lead Your Talent Acquisition Team to Success
Finally, for those who are still new to the process, Marketing Specialist Alex Adams offers up a good primer on virtual recruiting event best practices. Topping her list is letting automation do the heavy listing whenever possible. Automated notifications and reminders should be a standard feature of any virtual recruiting event, as they’ll help boost attendance, especially when calendar functionality is integrated. In fact, many candidates will be expecting to receive these communications from you based on their prior webinar and online meeting experiences, so test this functionality regularly and review what the communications look like to make sure there are no bugs or issues that need to be fixed.
She also recommends pre-screening attendees to gather important candidate information prior to the virtual recruiting event. Doing so ensures recruiters can move candidates through the hiring process as quickly as possible while prioritizing A-players for follow-up activities—an important step to avoid any unnecessary delays in post-event outreach that might negatively impact your hiring results.
Want more #GR8Thinking on how your team can win big with virtual recruiting? Download our comprehensive E-Book today for all the ideas and inspiration you need.