Holding virtual interviews have taken over physical interviews in the world we live in today. This started as a result of efforts to curb the spread of the Covid-19 virus by reducing physical interaction.
Many organisations in the past relied on wowing candidates with beautiful office spaces, friendly welcoming staff, and positive body language, all of which are not possible with virtual interviews.
How can you ensure that your organisation is still attracting top talent in an environment where culture can no longer be displayed but must be conveyed virtually?
Research conducted during the pandemic has shown that employees are less likely to quit their jobs due to the high level of uncertainty. This means that it is increasingly difficult to attract highflier talent. Organisational branding is now being judged by the response to the pandemic, especially with employee welfare and safety. 41% of candidates who have a bad candidate experience dissuade others from doing business with the organisation. It is important to take a step back and review how the organisation is presented to candidates to ensure the best talents join your workforce.
HR managers have a huge role in creating a virtual candidate experience that still sends the message “This is the best place to work” to candidates.
Drawing from our virtual recruitment experience in the past year, we have two tips to successfully deliver an excellent virtual candidate experience and sell your employer brand.
1. Communicate! Communicate! Communicate!
Clear constant communication at every stage of the virtual recruitment process is important. This will ensure that candidates feel included in the absence of physical interaction and that their time invested in the process is valued. Clarify what the entire process will be, what is expected of candidates, ensure progress updates at the end of each stage of the recruitment or any delays in the process. A lack of clear communication can lead to a breakdown in interest and may cause candidates to check out of the recruitment process mentally. End the recruitment process by promptly giving feedback, either successful or not and show empathy for the time invested in your recruitment process.
2. Sell your organisation.
Candidates will be unable to see your office building or meet your people and feel what it would physically be like working at your organisation. It is important to give details about what working within your organisation will be like, highlighting the benefits. At the forefront of every candidate’s mind is the question of safety while working. HR needs to be upfront in clarifying what safety measures are in place within the organisation. Also, a pre-recorded video showing employees and how they work or a message from management will signal to candidates that your organisation values those who contribute to its success and is committed to providing a great employee experience.
Get ahead of the flock and think futuristically about your recruitment strategy.
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