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5 Biggest Mistakes To Avoid In Virtual Recruiting

Life after the covid-19 pandemic has changed drastically. Offline meetings have switched to online video calls; round table discussions have become conference calls. While bandwidth strength has been increased, distance travelled, journey time and fare prices, and expenditures, have dropped considerably, saving one a lot. Another thing that has seen a change is a substantial increase in the number of work from home or online jobs and internships. Virtual job fair platforms enable this. A virtual fair platform allows recruiters and applicants to meet on an online video call or chat room and discuss available job postings and related details, much like a job fair but online. During this entire process, it’s not unlikely that a recruiter might miss a few things; therefore here are the five biggest mistakes to keep an eye out for.

1. Inefficiency in planning

A good plan sets a precedent therefore if a plan itself has loopholes or is not properly constructed it could lead to a very chaotic recruitment process. This would then lead to a lot of additional stress and tension on the recruiter and can cause them to overlook important details. An easy way to overcome this would be to sit down and consider the list of applicants who will be interviewing that day after reading their resumes. This helps the recruiter understand the applicant and keep in mind the question that they want to ask. Without this, the process can get confusing for both the recruiter and the applicant.

2. Improper virtual recruitment tool usage

Through the process of virtual hiring, recruiters have to make use of various kinds of programs and software to carry out the process. Some of which might include, video interview tools, like Dreamcast, which are often used to conduct interviews online but also come with features like chat boxes that allow file sharing and a screen sharing option that allows an applicant to present data better and give a better interview.

Virtual recruitment software can be used to pick likely candidates. What it does is, it collects the applicant’s details from virtual event platforms from the registrations from that event and shifts them to applicant tracking systems. This helps put together virtual teams where people can network efficiently from various parts of the country and the recruiters can hire the right people for the right jobs. On a bigger scale, virtual recruiting fair platforms explain available jobs and responsibilities they entail and help when it comes to a much larger pool of applicants. Therefore a recruiter must familiarize themselves with these online tools for a better and more efficient process.

3. Skipping details

It’s completely human to not remember 100% of the conversation, especially in a Virtual Fair Platform, since there is an exchange of so many details about various applicants.

Virtual Exhibition Platforms and virtual trade fair platforms allow new entrepreneurs and traders to display and showcase their products to a very wide audience, which might include firms that want to hire and recruit to take up a new project. In these scenarios to there is a lot of transfer of information, details, and key features of the products.

This is why taking into consideration how the applicant is presenting themselves and/or their product can be of some help. Making a note of their body language, confidence, and how easily they can communicate and get their point across will give a better insight as to how they work in a professional setting. Video screening can be used too and since it’s a recorded video, it can be re-watched so as not to avoid or overlook any detail.

4. Not analyzing the candidate’s skill

Recruiters should assign a project or some form of an assignment before the interview. This will help them understand how deep the applicant’s thought process is if they can stick to the main criteria and their level of commitment.

It also helps them understand the applicant’s way of working in a professional setting- if they stick to the instruction and rules given and don’t go on a tangent if they follow deadlines if they turn in, accurate, precise, and error-free work, their level of diligence to deliver something of quality, thus a hire like such would be an asset to the company and not a liability. Therefore it’s crucial to assign a project to get a better idea of the person and failure to do so could lead to picking the wrong candidate who might not fit the company setting.

5. Not following up

It’s also good to let candidates who are not selected know of it because it’s the right thing to do and very respectful. Accompanying it with a good reason is important too. However, keeping prospective employees close is a very good call. This helps them get acquainted with the way the company works, and all the processes and learn the flow of it all. Good communication between the candidates and the recruiter help make the process a lot smoother and more efficient while setting up round two or three interviews, they also respond well to recruiters who communicate well and give timely updates about the next interview. This helps the candidate plan well and helps them put their best foot forward, so the recruiter can also see the good that the candidate can offer.

Conclusion

Recruiting people online and putting together a good team can be challenging but with some planning, patience while dealing with software, keeping an open mind when dealing with people, and communicating effectively, speed bumps can be avoided. Being calm and keeping a pleasant tone also helps both recruiters and the applicants as they would feel less stressed, more comfortable, and would be able to express themselves better allowing recruiters to see and understand who they would be hiring. Therefore, keeping all this in mind and hiring the right platform, like Dreamcast, the process shall go smoother and the recruiter can hire the right employees virtually.