Tips to Speed-up Virtual Hiring Process
If you are a member of the recruiting team at your office, you must know how hard of a job it is; you have to undergo multiple challenges, from attracting the right candidates, engaging the qualified ones, conducting interviews, and all the way up to ensure smooth onboarding.

The growing trend of remote jobs, on the other hand, has posed a new obstacle for recruiting professionals. The candidates seek to be interviewed and assessed through online channels, making it more challenging than ever for recruiters to hire potential candidates. It consumes enough time, energy, and resources; yet, it might not be successful without strategic planning and execution.

Needless to say, modern problems require modern solutions. There are ways to discover the best resources from the pool of talent by following certain techniques. If your team is hiring virtually, here are effective tips to optimize the process.

A quick overview:

The virtual hiring process is a process of recruiting talent online. The recruiters put on job ads on online platforms where the candidates engage to submit their applications, unlike the traditional way of applying by visiting the offices physically.

Tips for Effective Virtual Hiring

1. Carefully Craft Job Posting
Take your time but do not make a job post that has the potential to yield nothing. It is important to put the utmost effort into crafting a job post that is clear, accurate, and comprehensive.

Here are the most important things that should be part of your job post:

• Specific Job Title

Don’t beat around the bushes; your job post must have an accurate job title.  The primary reason for not being able to engage the potential candidates is the unclear approach to hiring. When making a job post, you must clearly know who you are looking for, for example, a front-end developer, SEO content writer, SEO analyst, etc.

Also, on major online recruiting platforms, such as LinkedIn, people customize their settings to see only related jobs they are looking for. So, if your job title is not specific, you may miss out on reaching the potential candidates.

By doing this, you streamline your navigation process, finding specific talent while also saving your time. If you are unclear about the job title, sit with the HR professionals or the relevant departments, and decide on a specific job title.

• Accurate Job Description

The candidates go through the job description before applying for the position. The description must include job purpose, responsibilities and duties, preferred education and work experience, work condition, and facilities offered to the candidate. For a supervisory position, it must have the details of the size of the team to be supervised, the nature of projects, etc.

It should include information that a prospective candidate must look for, to put it in simple words. However, it should not be cluttered with unnecessary information that causes distraction from the key points.

• Branding Your Business

Add selling points of your business and state what sets yours apart from the rest. This will compel the ideal candidates to apply for the job.

• Inclusiveness

Any workplace that is open to diversity is received well by the candidates. You must avoid using discriminatory and derogatory adjectives in your job post, for example, need young white Americans, etc.

2. Use Applicant Tracking System
An applicant tracking system is a software that is used by recruiters to get insights into the candidates from the preliminary application to the onboarding process. The software helps in making informed decisions and helps with attracting, engaging, and maximizing top talent. Moreover, it helps in optimizing the onboarding process by ensuring the candidates who have accepted the employment have the necessary information.

The ATS can only bode well if you can get the right insights at the right time, which necessitates high-speed internet- anything like CenturyLink. It takes care of all your business internet needs and is easily accessible if you dial the CenturyLink customer service phone number to fix any internet problems. With up to 940 Mbps internet speed, you can work on multiple tasks through multiple devices.

3. One-Way Video Interviews
Most companies conduct online interviews saving their and candidates’ time in the commute. However, an even more effective way of saving time is drafting a list of questions and asking the candidate to answer in a video. In this way, the candidate will be able to gather his confidence and deliver well-thought-out answers.

4. Personality Test
When hiring an employee for a remote job, specifically, you need someone who bears honesty besides technical skills.  Therefore, you have to measure the potential of the candidate on the scale of personality test. Check the candidate for his communication skills, collaboration skills, organizational skills, self-discipline, and accountability.

5. Check the References
To understand if the candidate is reliable or not, verify whether or not the references he has provided substantiate that. Consult the referee and inquire about the work attitude, reliability, and almost everything about technical and soft skills.

Hiring is an arduous task but can be made easy and effective by employing the right techniques and approaches. There is no specific formula for 100% success; every recruiting team has its SOPs that may yield fruitful results. However, for virtual hiring, creating an accurate job post, using an applicant tracking system, conducting online interviews, conducting personality tests, and checking references are the prerequisites for successful outreach and onboarding process.