Virtual recruitment is a trend in the hiring process that utilizes digital tools to enroll people remotely without face-to-face interactions between recruiters and candidates. Virtual recruitment is completed by utilizing video interviews that accelerate the hiring process, particularly for giant organizations such as the military (Sandekian et al., 2020). Moreover, organizations are increasingly shifting to virtual hiring because of its ability to cut costs, increase chances of finding top talent, and enhance the candidate and interviewer experience. Time and costs saved utilizing virtual recruiting enables organizations to invest more on recruiting the best candidates and gain a competitive advantage in the labor market.
Organizations utilizing virtual recruiting begin with virtual prospecting to make contact with the applicants aimed at scheduling an interview. According to Gardner (2020), virtual recruiting includes identifying the hiring needs, preparing vacancies and job descriptions, informing the targeted audience, and receiving applications, virtual prospecting, and virtual interviews. Virtual recruitment promote diversity and inclusion to encourage an organizational culture of fairness in hiring. Although there are numerous benefits of digital hiring, it has some disadvantages that may compel employers to consider a hybrid approach that includes physical recruitment practices.
However, virtual recruitment is limited by a surplus of unqualified applicants, difficulty in measuring effectiveness, informality, stiff competition in the labor market, and the ability to attract fraudulent and wrong candidates. Interviewers and mechanisms utilized in virtual hiring ought to possess the skills and capacity to conduct an in-depth analysis of the candidates and implicate formality using metrics and support data for more efficiency (Sandekian et al., 2020). Additionally, although moving beyond the immediate locality increases the chances of talented applicants, selected candidates may turn down the offer due to geographical distance and relocation, resulting in unproductive hiring processes (Gardner, 2020). Therefore, multiple considerations are needed before resolving to online recruitment techniques.
References
Gardner, P. (2020). Recruiting Trends, 2020-2021.Collegiate Employment Research Institute. Web.
Sandekian, R., Silverstein, J., & Louie, B. (2020). Interventions in Faculty Recruiting, Screening, and Hiring Processes Enable Greater Engineering Faculty Diversity. In 2020 ASEE Virtual Annual Conference Content Access. Web.