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Virtual Hiring Best Practices

Virtual hiring has become increasingly popular in recent years due to the convenience and cost-effectiveness it offers. However, it is important for employers to stay abreast of evolving best practices in recruiting in order to ensure a smooth and successful process. Here are some virtual hiring best practices that employers can benefit from when using an applicant tracking system (ATS):

Clearly communicate the virtual hiring process

It is important to provide clear instructions and information to candidates about the virtual hiring process. This can include details on how to access the video call, what to expect during the interview, and any other requirements or expectations.

Test the technology beforehand

Make sure that the video conferencing platform and any other technology being used is working properly before the remote interview. This can prevent technical issues that can disrupt the interview and make it difficult for the candidate to showcase their skills and qualifications.

Pay attention to interview scheduling

Effective interview scheduling is critical for the success of virtual interviews. By considering time zone differences, candidate availability, and the length and flexibility of the interview, employers can ensure that the virtual interview process runs smoothly and efficiently for the remote candidate. A modern applicant tracking platform can make interview scheduling easy by bringing all the necessary functionality into the same platform with many aspects of the process automated.

Choose the right platform for effectively managing virtual hiring

There are many video conferencing platforms available, and it is important to choose one that is user-friendly and reliable. Consider factors such as the number of participants, security features, and any additional features that may be useful for the virtual hiring process.

Have a backup plan when interviewing remotely

Even with thorough testing and planning, technical issues can still arise during a virtual interview. It is important to have a backup plan in place in case of any issues, such as the ability to switch to a phone call or reschedule the interview.

Make the virtual interview experience as personalized as possible

Despite being virtual, it is important to make the interview experience as personalized and human as possible. This can include using the candidate’s name, asking about their background and experience, and showing enthusiasm for their qualifications.

Use the ATS as your remote hiring platform

An applicant tracking system (ATS) can be a valuable tool for virtual hiring, as it allows for the In fact, modern ATS platforms are designed to be collaborative and provide all the necessary product features to effectively manage a virtual hiring process. It is important to fully utilize the capabilities of a modern applicant tracking platform as a virtual hiring best practice.

Consider the candidate’s perspective

It is important to consider the candidate’s perspective and make sure that the virtual hiring process is fair and equitable. This can include providing a stable internet connection and a quiet, well-lit space for the interview, as well as giving the candidate the same amount of time and attention as an in-person interview.

Follow up with candidates as a virtual hiring best practice

After the virtual interview, it is important to follow up with candidates to let them know the status of their application and provide feedback on their performance. This can help maintain good relationships with candidates and improve the overall candidate experience.

Keep track of remote hiring data and metrics

An ATS can also be used to track data and metrics related to the virtual hiring process, such as the number of applicants, the success rate of virtual interviews, and the time it takes to fill a position. This can help employers identify areas for improvement and optimize the virtual hiring process.

Overall, virtual hiring offers many benefits for employers, but it is important to follow best practices in order to ensure a smooth and successful process. By clearly communicating the process, testing the technology, paying attention to interview scheduling, choosing the right platform, and considering the candidate’s perspective, employers can make remote interviewing at least as effective as in-person interviewing.

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