Why Virtual Hiring is Here to Stay

When the pandemic hit, many assumed that hiring freezes would occur as conducting the recruitment process virtually wouldn’t be effective. However, this was proven not to be the case, and the vast majority of companies thrived using digital recruitment methods.

Organizations are now slowly moving back to an in-office or hybrid model, yet hiring is one thing that a large percentage of companies will continue to do digitally. 

To understand some of the reasons why virtual hiring is here to stay, along with when to implement digital recruiting methods, read on.  

The Reasons for Virtual Hiring Being Here to Stay 

Since the pandemic began, the primary parts of the hiring process that have switched from in-person to virtual are interviewing and onboarding. Recruitment and marketing efforts have been adjusted also, and these could also stay more digital as other parts of life return to normal. 

However, with larger events only just returning, it’s difficult to say how much reliance will be put back on job fairs, recruiting at industry events, and the like, as opposed to virtual alternatives. 

For interviewing and onboarding, just a handful of the reasons why virtual hiring is here to stay include that the time to hire is often reduced and it’s more convenient for all involved. Of course, many companies have also decided to stay remote full time. In these cases, the hiring process has to stay remote too. 

Companies discovered the convenience of virtual hiring during the pandemic.

Virtual Interviewing 

Although some companies were conducting virtual interviews before the pandemic, this event and the move to remote work is what has caused it to become the main method of interviewing. 

Even as some companies begin to go back to the office, the benefits of video interviewing are outweighing in-person for many. This fact means that this virtual interview process is likely here to stay for a large percentage of hiring situations.  

Why are Virtual Interviews Better?

Recording Capabilities 

When conducting interviews via video call, you can record the session with candidate consent. This practice allows you to go back over exactly what candidates said in the interview and compare responses if needed. When interviewing in person, you rely on memory and notes. 

Personability at All Interview Stages 

Video calling makes first interviews more personal. Before the pandemic, video call was not used extensively. In processes where preliminary interviews were conducted, this was often done via phone call. Hiring teams now have the option to be more personable by switching to video, which everyone has become comfortable with over the last two years. 

Flexibility 

The increased flexibility offered by digital is another reason why virtual hiring is here to stay. As companies moved permanent remote models, many have expanded the geographic area that they’ll hire candidates from. As candidates could be extended across the country, virtual interviewing is essential. 

In addition, virtual interviewing is preferable for those working full-time remote or hybrid at a company that still has an office space. These employees don’t need to take time to leave their home office to go into a physical office for hiring activities. 

Virtual hiring also allows employees to be involved almost no matter what. Even if on a business trip, the employee can quickly log on to their phone, tablet, or laptop to participate in interviewing candidates. 

One of the reasons why virtual hiring is here to stay is because it offers more flexibility to those involved.

Candidate Benefits

Of course, in-person also takes up much more time for the candidate, who may be having to take time off from their current job to interview. Candidates interviewing in person have to factor in travel time to and from the interview at a minimum. Due to this, video interviews are often preferred by candidates.  

This ease of interviewing may even encourage additional, highly qualified candidates to apply. Previously, a candidate would have had to request at least a few hours off from work to interview. Now, they can simply schedule a call during their lunch break and avoid the need to potentially make their current employer aware that they are going to interviews. 

How Long Should a Virtual Interview Last? 

A virtual interview does not need to be much shorter or longer than a traditional in-person interview. Around 45-minutes to an hour is the average. 

Need more advice on the best interview technique? Check out our expert tips for interviewers! 

Virtual Onboarding 

Another part of the hiring process that was made digital during the pandemic was onboarding. Again, this comes with many advantages, and the number of employees being virtually onboarded is set to stay high compared to pre-pandemic levels. 

By having a virtual onboarding process in place, as many employees as needed can participate. It doesn’t matter whether they work remote or in-office, everyone can log onto a call or message board to help onboard new hires.

In addition, a big part of virtual onboarding is creating digital documents that outline everything employees need to know. These documents can include presentations, videos, written guides, and infographics. Having all these materials on hand is useful to new hires and means they don’t have to constantly be asking other employees questions. 

If you’re moving to remote onboarding, ensure you adjust your traditional in-office strategy to get the best results. On top of this, no matter how you plan to onboard new employees going forward, it’s important to always be updating your onboarding process. Making these updates increases the chances that new hires will fit into the team quickly and successfully. 

Still unsure of how to create a successful virtual onboarding strategy? Read our tips for remote onboarding. 

Virtual onboarding can be more convenient for new hires and those onboarding them.

Why Some Will Revert to Traditional Hiring 

Despite the above reasons on why virtual hiring is here to stay, many teams will still prefer in-person hiring. In the case of interviews, it can be easier to read people’s body language, and having a relaxed and natural conversation may be more likely. In-person interviewing and onboarding also eliminate the chance of technical issues occurring. 

If technical issues do occur, the interview or training processes can be extended. For example, you may have to reschedule an interview which in turn will extend the time it takes you to come to a hiring decision. 

In terms of recruiting and marketing your employer brand, again, it depends on the company and those you’re trying to target. Certain positions can be effectively promoted and recruited via digital channels only. In other situations, going to job fairs or events will be the best path for discovering top candidates and making them aware of your brand and job openings. 

Despite the benefits of virtual hiring, some organizations will revert to in-person tactics.

When to Opt for Virtual Hiring Practices vs. In-Person 

If the job is fully remote, remote interviewing will be expected. If the job is in-office, it’s fair of you to request an in-person interview but remote of course can be used. For hybrid models, go with what you feel most comfortable with, keeping the candidate’s location in mind. If the hiring board can offer both and has no preference, you can leave it up to the candidate. 

With onboarding, the case is similar. For remote positions, you could consider in-person onboarding if all parties agree. For example, you could book a rentable office space for the day where the new candidate and individuals onboarding can meet up. However, candidates will most likely assume training will be done remotely. 

Again, a full-time in-office position will probably mean the employee is in-office from day one for training and other onboarding practices. Hybrid work models offer the flexibility for current staff and the new hire to decide the best course of action.

In Conclusion 

As you can see, there are many reasons why virtual hiring is here to stay. The amount of weight put on virtual hiring methods, including interviewing and onboarding, will vary for each company. However, as long as you have a strong digital hiring strategy in place, there’s no reason why you can’t hire the best of the best without ever meeting candidates face-to-face.