How to Build a More Diverse and Inclusive Candidate Experience with Virtual Recruiting

When it comes to candidate experience, employers that deliver a good candidate experience can attract more and better candidates (and move them through the recruiting process faster), have higher offer acceptance rates, enjoy higher hire rates and retained employees, and get their talent mix more closely aligned with their talent needs.  

Building a more diverse and inclusive candidate experience starts with harnessing the strengths of underrepresented populations, which means engaging these groups in your process to extract their full potential. To achieve this goal, virtual recruiting can play an important role.  

Virtual recruitment is growing in popularity, but it’s still relatively new – so how do you keep pace? This article will help you understand virtual recruiting, how to build a virtual recruitment strategy, deliver an engaging candidate experience, and bring better-hidden talent to your team.  

What is Virtual Recruiting?  

Virtual recruitment is a process that is designed to attract the best candidates right when you need them without meeting face-to-face. It is a great way to expand your candidate pool. With online communication, you can reach highly qualified job candidates around the globe.  

Organizations seeking to create a more inclusive, diverse and welcoming workplace should consider the benefits of virtual recruiting.  

Benefits of Virtual Recruiting  

Virtual recruiting events offer several benefits, including being an effective way to tap into new talent pools, expand your reach and recruit candidates in new ways. But beyond these apparent benefits, virtual recruiting has several hidden perks that can cut down on attrition and provide a better candidate experience for underrepresented groups.  

Here are some benefits of virtual recruiting that help you recruit better candidates:  

  • Shorter Hiring Time  

Sending digital tests or asking for pre-recorded video interviews allows recruiters to screen several prospects simultaneously.  

  • Less Human Resources Work  

Most online recruitment platforms include digital document management and e-signing capabilities to reduce paperwork for HR staff. When a candidate is accepted or progresses, standard automation tools can also send update emails to them on the company’s behalf.  

  • Lower expenses  

Instead of holding physical recruiting events, your organization can save money by arranging virtual recruiting. Rental fees for the venue, employees, parking and event insurance are not required. Some Virtual event platforms such as Hopin, Almond Virtex, Airmeet, and Samaaro will do all this for you.  

  • More Diverse Talent Pool  

Virtual employees can be hired from anywhere in the world, and their backgrounds, education, and cultures can give you a competitive edge. Those with greater diversity outperform businesses with less diversity in innovation and performance.  

How does Virtual Recruiting Improve Candidate Experience?  

Virtual recruiting is designed to make the hiring process both efficient and effective. The easiest way to do this is with on-demand content that candidates can access whenever they choose.   

Having a virtual recruiting strategy that involves on-demand content means candidates don’t need to wonder if they will be seen or get in touch with anyone, especially when it only takes a few seconds to send their resume to hundreds of potential employers across the country.  

The time and expense of travel and the fact that it may take some time for a company or recruiter to process resumes once submitted are often cited as two of the most significant barriers to recruiting new employees. Virtual interviewing sessions eliminate those barriers virtually over a virtual conference platform 

Top Tips for Your Virtual Recruiting Events  

While most career fairs or on-campus recruiting events require candidates to meet with recruiters in person, virtual recruiting is a great way to connect with employers. Candidates can make connections at a time that works best for them without committing to being there for an extended period. You can keep communications moving fluidly for everyone involved using online videos, slides, and other resources during your virtual recruiting event.  

Here are some tips to help make sure your event is a success:  

  • Prepare in Advance  

When you’re ready to stage your virtual recruiting events, collect questions from your hiring managers and recruiters and prepare answers they can easily use in chats with candidates. This will help you save time and make it easy for people to find the information they need when they need it.  

  • Add Videos and recorded presentations

When you give candidates something meaningful to do if they have to wait too long, they’ll appreciate your efforts and stay engaged. Adding videos and presentations that help candidates learn about your organizational culture, benefits, community involvement, and other topics top talent are curious about can make the wait seem less long.  

  • Communicate clearly and consistently about the next steps  

To successfully attract quality candidates, it’s essential to communicate clearly and consistently about the next steps, including timelines, communication channels and status meetings. They should also be prepared to follow up with candidates who haven’t gotten an answer on their applications’ status or have concerns about whether their application was received at an appropriate time for decision-making.  

How does Virtual Recruiting Support Diversity and Inclusion?  

A job seeker from underrepresented populations may be less likely to pursue a job in person or be concerned about “losing face”. Virtual recruiting can help speed up the hiring process, making people more comfortable using it. If they know you will give them face time with an interviewer, and they’ll be able to ask questions, it may make them feel more comfortable leaping.  

Some of the reasons for which job seekers prefer virtual recruiting are mentioned below:  

  • Geography 

With virtual recruiting, you can reach diverse candidates even if you’re not in an area with a lot of diversity. There may be a lack of women engineers in your local area, for instance, and that’s why it may be challenging to get them in your hiring process via traditional means. In that case, virtual recruiting through a virtual event platform can be an excellent tool for you.  

  • Flexibility  

Virtual hiring events, recruiting software, and online interview tools offer a more convenient, cost-effective way to recruit elite talent. With the online recruiting process through a virtual event platform, more candidates can attend the event, time spent managing logistics is significantly reduced due to the ability to stream video and conduct remote interviews, and the technology empowers at least one person in traction.  

  • Reach  

Reaching out to candidates with a virtual job fair is a great way to extend the reach of your open positions and meet more diverse talent pools in your community, including opportunities for remote applicants.  

  • Accessibility  

When it comes to recruiting, there is no one-size-fits-all approach. For job roles that require frequent travel, in-person events may be the most effective way to find and hire top talent. For others, virtual conference events are an excellent way to promote your company, attract recruits, and personalize candidates’ opportunities.   

Virtual events are helpful for candidates with unseen disabilities, such as visual or auditory disabilities, chronic illness or other conditions.  

  • Sensory  

People with sensory processing disorders experience significant distress and disruption when their senses are not functioning correctly. Therefore, in-person career fairs can be a stressful experience for these candidates. With virtual events, you can create a customized environment that helps the candidate feel more secure and prepared for the event.  

How to build a strong virtual recruitment strategy?  

Talent acquisition teams want to increase the number of qualified candidates they can recruit while making sure they’re finding the right employees. But most organizations don’t have transparent processes that guide how virtual recruitment works.  

Here’s what talent acquisition teams can do to improve their virtual recruitment strategy that delivers results fast and efficiently.  

Have a strong employer brand  

Employers have to focus on their employer brand to maintain a competitive advantage. Employers who communicate their employer brand consistently get more and more qualified applicants.   

A strong employer brand creates trust from job seekers, letting them know that your company has integrity and is a good workplace. It increases candidate engagement with your website and social media marketing efforts and their perception of your value proposition.  


Offers benefits to attract remote talent  

All organizations face the reality that remote workforces play an increasingly more significant role in the workforce. This presents a challenge for employers, who are now faced with rethinking their benefits coverage to attract and retain this talent.  

Some of the perks and benefits that attract remote employees are:  

  • Home office stipend (Laptop, work desk and chair)  
  • Unlimited PTO  
  • Health insurance  
  • Learning and development allowance  
  • Flexible hours  
  • Coworking membership  

Conduct skill-testing surveys  

Skill-testing surveys are essential to the recruitment process, showing candidates how they would perform on your team. Skill-testing surveys can help you identify critical competencies and technical skills needed to fill your position. Still, you should use them in tandem with other elements of your recruitment strategy for their full impact.  

With these surveys, you can validate a candidate’s proficiency across a range of skills by having them do specific tasks on your site. These digital tests are especially effective for older generations who may not be tech-savvy or have time to learn new platforms and software before the interview begins.  

Host a virtual recruiting event  

Virtual hiring events are becoming an essential component in the recruitment process. This type of meeting is for candidates and hiring managers who would like to connect in a way that does not require travelling, especially if it is inconvenient or financially costly. A virtual conference event helps all parties involved because it allows candidates who cannot attend a traditional job fair the opportunity to connect during the open house activity.  

Your event should include informational webinars about the business, available roles, team culture, and a Q&A session between the guest speakers and any candidate(s) who participate in the event. Candidates can participate in discussions through a live messaging function or by commenting on relevant topics from their devices.  

Host virtual job fairs on multi-featured virtual event platforms such as Dreamcast, Almond Virtex, Airmeet, Hubilo, and Hopin that provide breakout rooms where hiring managers can screen candidates.  

Add one-way video interviews.  

One-way interviews work exceptionally well for recruiters hiring several people at once. The method allows candidates to show more of their personality and gives hiring managers a look into their verbal communication skills. It’s also an ideal method for interviewing remotely or across the country since most candidates have a webcam on their computer these days.  

Here are some tips for conducting a one-way interview:  

  • To prevent receiving the same information twice, compile a list of interview questions that aren’t frequently addressed on applications.  
  • Candidates should be given a list of questions and asked to submit a brief video with their responses.  
  • Advise on how to record videos successfully (record in good lighting, reduce background noise, look at the camera, talk slowly and clearly)  

Track your recruitment process  

57% of companies don’t have the data they need to make informed talent decisions. That’s why HR leaders must track the recruitment process to set goals and identify areas for improvement more quickly. By gathering the necessary data, you can improve team performance, increase retention rates, identify the best candidates for open positions, reduce employee turnover, and ensure the best use of their time.  

Here are a few metrics to track:  

  • Where you’re sourcing the highest number & quality candidates  
  • Number of event registrations & attendees  
  • Rate of accepted & declined job offers  
  • Where candidates drop out of the process  

Improve Candidate Experience with Virtual Recruiting  

Virtual recruiters have the exact needs and goals of in-person recruiting: hiring top talent. But they also have unique advantages — from reaching far-away candidates to finding “the perfect candidate” for certain positions, virtual recruiters can — and should — use this strategy more often to diversify their applicant pools.  

Virtual recruiting offers infinite opportunities to improve candidate experience. You can measure your organization’s culture and attract top talent by using tools like online surveys, leaderboards, and badges. Also, some of the virtual conference platforms make your career fairs more engaging and informative, and that will attract a higher number of job seekers.   

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