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Virtual Recruiting – The New Normal?

April 8, 2020

By Sheila Hoover, courtesy of SBAM Approved Partner ASE

Virtually every organization has had to adjust business during the coronavirus pandemic.  Most have had to learn to work virtually to protect our communities, while minimally disrupting the business. 

Talent acquisition is being affected tremendously by our nation’s new remote work policies.  However, recruiting and interviewing should continue during this time.  This is a great opportunity for recruiters to build their pipeline, so when hiring managers say; “I need this position filled immediately!”, they are ready. 

Talent acquisition professionals are turning to telephone and virtual interviews to meet the social distancing requirements during this pandemic.  “A virtual interview, also known as digital or video interview, allows people to conduct an interview in an automatic manner by conducting it online. The interviewers use virtual interview as a standard way of assessing the potential of the candidate initially,” as defined by eztalks.com.

There are a few options to continue interviewing in a remote work environment:

1.       Telephone Interview

Telephone interviews are typically utilized to conduct an initial screen to verify the candidate meets the minimum requirements of the position.  We can now expand the telephone interview to include our hiring managers, utilizing conference call capabilities. 

2.       One-way Video Interview

Some companies are foregoing the initial telephone screen and now send candidates an email link.  The candidate clicks to respond to preset interview questions while they are being recorded on a webcam.   Hiring managers will then review and rate the videos and share them with co-workers and hiring managers for comments and move contenders to the next round. 

This method ensures all candidates are asked the same questions and allows the hiring team the opportunity to view the candidates’ professionalism and personality.

During this time of the Coronavirus pandemic, the next round should be the Two-way Video Interview.

3.       Two-way Video Interview

The two-way video interview allows talent acquisition to conduct a more traditional interview with the candidate, but via video.  Video interviews should include the hiring team, as it is just as important for the candidate to view their potential manager and co-workers as it is for the hiring team to view the candidate. 

Prior to scheduling the video interview, ensure the candidate has the necessary technology.  Conduct the video interview in a quiet place where you can give the candidate your undivided attention. 

There are many free and low-cost options for video interviews including Zoom, Skype, Amazon Chime, Google Duo, and many more. 

  • Video conferencing has been growing in popularity, even before the pandemic.
  • Online job interviews have increased by 49% since 2011
  • 66% of candidates prefer to use video during the interview process
  • 6 in 10 HR managers use video to interview candidates
  • Up to 93% of communication is non-verbal

By continuing sourcing and recruiting efforts, you will be prepared when hiring managers are ready to hire.

Video interviews will likely continue beyond this pandemic.  It has proven to be more efficient and saves costs on candidate and employee travel.   According to Arran Stewart, cofounder and chief visionary officer for the automated job-matching site, Job.com, “It’s a new status quo. We will have long-tail repercussions to the changes in behavior, and some companies will flourish and new ways of working and new technologies will emerge. In next 12 months, the recruiting landscape will look quite different.”

Additional ASE Resources
ASE Talent Acquisition – ASE talent acquisition is ready to partner with you to build your bench of qualified candidates.    ASE offers contract, direct, and consulting/project-based placements.  ASE members pay only a 10% direct hire fee.  For more information contact Sheila Hoover.

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