The virtual interview process. It’s not that complicated. You add in a few new communication tools, throw in a video interview platform, and you’re all set. Right?
Well, according to recruitment technology experts in our recent webinars Re-strategizing for Reality: How Staffing Firms Can Add Stability in Uncertain Times and Virtual Recruitment: Tips to Enhance the Candidate Experience, the virtual interview process isn’t as clear-cut as many recruiters assume.
Or maybe you don’t assume it’s an easy process, but your recruitment process is feeling stuck and you’re unsure of where to go next.
The starting solution to either of these issues is understanding how to create a sustainable process. Without a well-planned, intentional process, it’s challenging to commit to virtual interviews for the long haul.
But consider how much ROI potential you have from adding new virtual technology to your recruitment process. That number has the opportunity to greatly increase with the right strategy backing it up.
Here’s how you can create a sustainable virtual interview process from start to finish:
An unsuccessful virtual interview process can be tracked all the way back to budgeting. It starts with implementation — you may not have the means to enhance your strategy because you don’t realize just how badly you need it and you’re focused on tracking the wrong things.
In fact, our How to Make the Most of Your Hiring Budget Report revealed 24% of hiring professionals do not track cost-per-hire.
As a result, firms may turn down options that look more expensive on the surface. The inclination to save on cost is understandable. But if you’re looking at cost over implementation, you’ll lose more in unrealized ROI.
Take a data-driven recruitment approach to strategize which services are necessary. By leveraging data before you enter into the virtual interview process, you have the power to make decisions that will improve ROI and the accuracy of your hires.
The virtual recruitment process is efficient. However, that doesn’t mean it’s a set-it-and-forget-it type of process. You must get involved from the start of implementation. Adopting new internal tools isn’t always easy for your team. If they aren’t confident or convinced about the software they’re using, you’ll see a decrease in candidate experience.
So get excited about the tools you’re using! Explain to your team why you feel it’s important to implement the virtual interview process, why you chose the tools you did, and how they can become experts in using them.
Offer hands-on training sessions and give everyone on the team a direct line to customer support. Ensure they don’t feel alone during this transition. It’s easy for something new to feel overwhelming, or to feel like leadership is expecting too much. Attempt to lighten the mood by having a fun training day where colleagues get to video interview with each other.
Don’t allow your team to become complacent with the virtual interview process. Like with any recruitment tool, they need to practice, remain updated on changes, and discover new ways to improve the process overall.
Maintaining ongoing education keeps your team involved and excited about the process. In turn, you’ll see an improvement in your ROI and candidate experience as recruiters understand how to use the software like experts.
Customer success managers, like ours here at Spark Hire, are always an available — and often underutilized — resource. We’ve worked with thousands of clients and helped many overcome similar challenges.
Our expertise is included in your subscription. That means, even after you add virtual interviews to your process, it’s free. Our CSMs would love nothing more than to be consulted as valuable advisors or an extension to your team.