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Expand your recruitment productivity, get better candidates faster, and rest easy knowing your partner has your back twenty-four hours a day, seven days a week.
Custom Solutions that Deliver Better Results
Recruiting & Sourcing Solutions
Enhance your recruiting and sourcing capabilities. Fill more requisitions.
VMS Recruiting
Leverage our VMS Subject Matter Experts to manage all your reqs, MSP tools, ATS, scorecards, and more.
Onboarding
We streamline your onboarding processes so your candidates are ready to start day one.
Development
From .Net Developers to Business Analysts, hire the best talent in IT.
Custom Solutions that Deliver Better Results
Recruitment & Sourcing Solutions
Enhance your recruiting and sourcing capabilities. Fill more requisitions.
VMS Recruiting
Leverage our VMS Subject Matter Experts to manage all your reqs, MSP tools, ATS, scorecards, and more.
Onboarding
We streamline your onboarding processes so your candidates are ready to start day one.
Development
From Net Developers to Business Analysts, hire the best talent in IT.
Our Global Impact
Solving Your Complex Challenges with Enthusiasm and Know-How
Our team of talent solution experts specializes in helping our partners solve a variety of complex challenges, including:
- Sourcing quality candidates consistently in a variety of specialties and industries
- Fulfilling an overwhelming volume of requisitions across all industries
- Supporting new recruiters that need assistance from an outside sourcing service
- Increasing sourcing speed to beat your competition
In all that we do, the success of our clients has always been what motivates us to deliver.
“We have been a client for more than 3 years and have made multiple placements from candidates the 247 team sourced for us- in some cases, they found people that our internal research team did not!”
The custom solutions our team delivers aren’t just a different way to find candidates; they’re a better way to do business:
- Maximize your time and results
- Benefit from our industry-leading offshore model
- Source anywhere (we mean it)
- Increase candidate quality
- Enjoy the attention and ‘round the clock service of a world-class sourcing team
Over the years, we’ve been passionately enabling staffing firms in all industries across the US to do more. In all of our partnerships, we act as a true extension of your business, putting in the time to develop a true relationship that continually produces solutions that work. Check out a few of our partner’s success stories here:
Company Outsources Application Maintenance & Support
The ClientAssure360 is a provider of mortgage default processing services to law firms.
The NeedAfter a downturn in the foreclosure market, Assure360 began to see a reduction in their revenue and a significant amount of IT and non-IT staff turnover.
The SolutionAssure360 engaged with 247 to form an offshore team to provide ongoing maintenance and support to its existing customers and also with new product development.
247’s offshore IT team (branded Tenpath) provided a team of six .NET developers, a Crystal Reports developer, a SharePoint developer, two QAs and one SQL DBA. The team does daily stand up meetings with the Assure360 staff via teleconference.The Results- Assure360 could now continue servicing their customers well while reducing labor cost.
- The company improved job satisfaction for its IT staff, who moved from maintenance work to more exciting, high-ROI projects.
- Within three months, the offshore support team was providing better service than the client’s domestic staff–according to the CIO.
- The offshore team completed a full knowledge transfer within the first four weeks.
- Assure360 embraced Tenpath’s approach to transparency: the team holds daily stand up meetings with Assure360 staff via teleconference.
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Not all Offshore Providers are Created Equal
The ClientAn IT staffing firm founded in 1979, HicksPro is a certified Disabled Veteran Business Enterprise (DVBE) and Service-Disabled Veteran-Owned Small Business (SDVOSB). Offering a wide range of talent services for federal, state and commercial clients, HicksPro is a partner to organizations interested in tapping into the immensely capable veteran workforce.
The NeedHicksPro was not in search of an offshore recruiting resource when the 247 sales team first reached out to the organization. “We had an offshore recruiting vendor at the time,” explained Lisa Price, Vice President, Client Services for HicksPro. “I was very frank with the 247 team when they called to discuss their services. It was a lot of work for me to manage and support our existing offshore provider. I was not interested in increasing the already substantial workload that came with overseeing the offshore recruiters.”
Based on listening to and understanding their prior experience, the 247 team knew that HicksPro was using the wrong offshore provider. As HicksPro explained the intensive oversight required with their existing offshore recruiters, the 247 team realized how much the company would benefit from an offshore provider that could effortlessly take the sourcing, recruiting and screening work out of the hands of internal teams. The time HicksPro was losing in managing and educating its current offshore recruiters was costly and keeping the company from realizing the true value of offshore recruiting.
The SolutionThough the HicksPro team was worried that adding another offshore team would mean more administrative work, they decided to give 247 a try. HicksPro agreed to augment its existing offshore resource with a 247 team to compare performance between the two providers. In just the first month of the engagement, HicksPro was convinced that 247 and its unique team approach offered a superior offshore solution.
“We were blown away right from the start,” said Price. “247 was submitting twice as many candidates as our other supplier and our candidate rejection rates were plummeting. Immediately we saw the difference 247 offered in productivity, responsiveness and accuracy.”
Used to working with a team of offshore recruiters, HicksPro was surprised and pleased to see the effectiveness of the 247 team structure. Rather than assigning only recruiters to clients, 247 assigns a diverse and expert team of professionals to each account. The client can count on those teams to deliver without constant and close oversight.
The ResultsRight off the start, 247 submitted 34 more resumes than the competing supplier in a single quarter, with 142 resumes in the first month that the full team began working for HicksPro. In addition to the impressive surge in resume quantity, 247 immediately raised the quality of submissions. HicksPro’s rejection ratio for candidates submitted by offshore recruiters averaged 17% in the quarters prior to partnering with 247.In the first quarter of working with 247, the candidate rejection rate fell to just 4%.
HicksPro moved quickly to engage 247 as its sole offshore sourcing and recruiting partner. “We are thrilled with the sourcing service and the recruiting best practices 247 has brought to our organization. And for me, I love that all the extra oversight work I had to do before is gone. They know what we need, they know how to deliver and I know I will get high-quality candidates,” said Price.
Results: More Submittals, Higher Quality0xMore submissions0%Reduction in rejections0%Resume skill matchDownload a Free Copy of this Case Study
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The Fast-track to VMS Staffing Success
The ClientSingularly focused on serving financial institutions, EDGE Services (EDGE) provides business consultants to banks, credit unions, and financial services companies. EDGE is known for extensive financial services industry experience and the ability to meet precise skill requirements to deliver the best consultants in the business.
The NeedEDGE’s high-touch, highly consultative placement model was not effectively converting within VMS program metrics. In the case of one key banking industry client, the VMS scorecard results were in sharp contrast to the time, effort, and expertise EDGE was committing to search and sourcing efforts. Scores were mediocre while EDGE was putting in maximum time, resources, and effort. In order to profitably serve clients through their VMS staffing programs, EDGE realized it needed to refine and optimize its solution for VMS.
The ChallengesThe SolutionEDGE turned to offshore recruitment partner 247Hire (247) for support in analyzing and optimizing its VMS recruitment management approach. With more than two years of experience working with EDGE on talent sourcing, 247 was thoroughly familiar with the EDGE teams, values, and standards. This inside knowledge, combined with 247’s expertise in helping staffing companies meet VMS program requirements, was quickly put to work.
After comparing recruiting processes with VMS scorecard results from the banking industry client, 247 and EDGE identified several areas for optimizing VMS program fulfillment:Eliminating Requisition Bottlenecks: In an effort to best serve their financial clients, EDGE recruiters were carefully submitting requisitions to their 247 team of offshore sourcers. The added time for aligning requisitions to offshore resources was costing EDGE time and lowering VMS scores for speed and fulfillment.
Seeing the slowdown, 247 suggested EDGE eliminate the sorting activities and send all requisitions directly to the offshore team. After implementing a simple adaptation to the client’s ATS, the job of rapidly assigning sourcing priorities fell to the offshore recruiting team.Immediately assessing each need, the offshore recruiting team can now rapidly launch into search and sourcing mode. The process change allows EDGE to take full advantage of an offshore team with twenty-four hour a day sourcing capabilities and the ability to scale resources up or down to meet demand. This single process enhancement has resulted in significant VMS scorecard improvements, including the reduction of EDGE’s “response time on positions” from 7.11 days to less than half a day (.47 days).
Streamlining Roles: To increase internal focus and commitment to the VMS staffing program, 247 also suggested tying the compensation of key EDGE recruiters to the VMS scorecard results. This change elevated the internal priority on the VMS program, demonstrating to EDGE managers and recruiters that VMS success was important to company success.
The ResultsAs a result of the process and delivery improvements, EDGE now has a highly competitive VMS solution offering. The company has added several new VMS clients, which is something EDGE “would not have been able to do without 247 as our partner,” according to Senior Vice President, Scott Koenig.
For the original banking industry client, EDGE dramatically improved scorecard performance in every metric and has maintained premier vendor status since making all the adjustments. “Every category of VMS scorecard performance has improved substantially since optimizing our recruitment management process with 247,” said John Ferrone, VMS Manager, EDGE Services. “We have continued long-term client VMS relationships while gaining new ones due largely to our increased speed and productivity.”
Results: More VMS CLients, Higher VMS Revenue0%Overall scorecard increase in 6 months (+262%)0%growth in candidate acceptance0hrsResponse speed dropped from 7+ days to less than 12 hoursDownload a Free Copy of this Case Study
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247 Helps UK Company open India Office
The ClientLebara is one of Europe’s fastest growing mobile telecom companies with five million active customers, 1,000 employees worldwide and operations in eight countries. The company’s unique vision -to bring happiness to the lives of migrant communities all over the world by making their lives easier- has sparked growth into innovative products and services, such as money transfer, voice apps and streaming entertainment , all designed to make the lives of migrants better.
The ChallengeTo meet its ambition to serve the global migrant population, Lebara has consistently grown with entrepreneurial speed and decisiveness. When the business identified an opportunity to open a services center in Chennai, India, Lebara’s leadership saw it as an important way to better serve its international client base while expanding its global reach and workforce. To succeed, the company would have to overcome several challenges, including the rapid hiring of a large, skilled local workforce in a market with unfamiliar hiring practices and conventions, and do all this from an office over 8,000 kilometers away.
The SolutionKnowing that expertise in the local market was essential to finding, recruiting and onboarding strong talent, Lebara and its dedicated strategic talent management partner, RTM, looked for a company that specialised in complex the Lebara workforce. 247 was quickly identified as a talent solutions partner able to both architect and execute recruitment strategies in close partnership with its clients. “What stood out about 247 was that despite their extensive experience mobilising recruiting solutions in locations across the globe, their first order of business was consulting and collaborating in person with us and with RTM to understand our unique hiring opportunities and challenges in Chennai,” said Lisa Kelly, Head of Talent and Resourcing at Lebara. “The open and collaborative discussions we had among our hiring managers in London, RTMs recruitment experts and the Lebara team are what set us up for success and ensured the recruitment strategy was carefully aligned with our needs.”
247 established a global recruiting team with resources in both London and India who worked to analyse the Chennai talent market and educate Lebara’s customs and conventions. The needs and challenges facing the candidate population in Chennai differ greatly from those in Europe. As 247 shared its cross cultural recruiting knowledge with Lebara, the combined team worked throughout June and into July of 2016 to establish feasible protocols for Chennai job requisitions, talent engagement processes, salary ranges and hiring timelines. From the ground up, Lebara’s HR team and 247’s recruitment experts built an entirely new recruitment life cycle and hiring toolkit for Chennai talent. By August of 2016, 247, RTM and Lebara’s internal recruiting team had divided the 100 Chennai jobs to fill and began the intensive recruiting process. 247 leveraged its recruiting resources on the ground in Hyderabad to source talent and funnel candidates to Lebara’s hiring managers. Having experts on the ground in Hyderabad and in London allowed 247 to gain a clear understanding of the needs of the UK hiring managers while also having direct engagement with candidates in India. It’s a cross cultural recruiting approach that assured both geographies and all stakeholders, from clients to candidates, received the support and information they needed.
247 also recruited and placed a recruitment specialist on site at the Lebara services center in Chennai to support the onboarding of new hires and create a smooth ramp up of this new workforce. The specialist continues to play a key role in talent acquisition and support for Lebara Chennai.
The ResultsOver the course of a concentrated nine-month hiring push, 247 ‘s recruitment the job and were hired. 247’s recruiting team filled a wide range of hard-to-fill professional and technical roles, including:
- CRM Campaign Executives
- Revenue Assurance, Fraud & Payments Analysts
- Senior Revenue Assurance & Fraud Manager
- Project Managers
- Accounts Payable
- Accounts Payable Supervisor
- Accounts Receivable
- Management Accountants
- Finance Controller
- Destination Manager
- Business Intelligence Support
- Technical Support Engineers
- Head of Content Marketing and Acquisitions
- Operations Analyst
- Compliance Analyst
- Senior Graphic Designers
- Lead Graphic Designer
- Onsite Partner Manager
Results0Months0Remote recruiters0Interviews0Offers0New hiresDownload a Free Copy of this Case Study
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Healthcare Staffing Firm Removes Obstacles To Growth & Enhances Service to Clients
The ClientA Midwest based staffing firm serving hospitals and healthcare organizations nationwide. Their approach is simple: take care of candidates so that candidates can take care of patients. Their team of recruiters is dedicated to bridging the gap between job-seeking healthcare professionals and open positions in the industry, finding assignments that work for candidates and their families.
The ChallengeThe company built an effective recruitment operation, earning multiple industry awards and repeated year over year growth. Facing pressure from an increasingly competitive market, they set out to identify opportunities for improvement an threats to sustained growth. hey sought a recruiting solution that would address two obstacles impeding their growth
- The need to satisfy an increasing number of client requirements ‒ in particular, clients with seasonal hiring needs ‒ without the risk of over committing to internal hiring
- The growing challenge of fulfillment on large national accounts, which was hindered by the company’s wholly onshore recruiting model.
The company determined that an offshore recruitment solution could address both concerns. They had never worked with an offshore recruitment provider and were wary of committing to a single firm. ultimately, they chose four providers to support them including 247Hire.
The SolutionThis partnership started with four offshore recruiters, who quickly integrated with internal staff, working during the company’s business hours an maintaining daiy contact with the internal recruiters they supported. Operating under the direction of the company’s internal recruiters and working within their applicant it tracking system, the 247 recruiters submitted candidates directly to end clients.
The experience of working with an offshore team was aided by a 247 Engagement Manager, who joined the client’s team onsite and worked alongside their recruiters. By working closely with these recruiters during site visits, 247’s Engagement Manager gained insight into nuances & preferences of both the company and their end clients. This provided the Engagement Manager with an understanding of certain factors that are not often found in a job requisition, but that could have a significant effect on the success of a candidate’s submission.
The Engagement Manager also helped function as a liaison between the company and the offshore recruiters, as needed.
“The greater accessibility to management was welcomed,” said the company’s Director of Operations. “This facilitated more effective communication between our two teams and, as a result, 247 had a much quicker response time to our issues and needs as they developed compared to the other partners we worked with.” This qualitative difference was, in part, due to the offshore recruiters’ thorough training.
The ResultsAs 247 continued to prove a reliable and responsive partner, the client scaled their team of offshore resources from four to 20 over a two year span.
“Growing client needs have been the main driver for our increased headcount of offshore recruiters,” said the client’s Director of Operations. Though the company was hesitant at first to commit to a single firm, they ultimately decided to end their other offshore engagements and partner exclusively with 247.
“Previously, we would’ve looked to other options, but we had built such a trusted partnership with the 247 team we decided to expand and grow with them. Through our partnership, the quality of our candidates sourced has greatly increased, which has led to more overall placements.”
Over the course of the partnership, 247 has placed more than 300 candidates across a variety of healthcare positions on behalf of the client. 247’s expertise and guidance has also led to an increased use of the client’s internal systems, thereby making their own recruiters more efficient.
Focusing primarily on VMS staffing, the 247 offshore resources assist the client in” increasing the quality, volume and speed of candidate submittals. The company is now able to provide a higher level of service to all their accounts, positioning them for long-term sustained growth.
Results0Months0Remote recruiters0+Placements (ongoing)Download a Free Copy of this Case Study
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Source Anywhere. Get Better Candidates. Drive Results.
We know you’re looking for much more than just warm bodies to pass along to your clients—you need future-forward solutions and repeatable processes that produce results time and time again. 247Hire exists to empower you to do just that; we’re here to be your proactive problem solvers. Whether in Chicago, Toronto, India, or the Philippines, our team works side by side with you to solve your complex needs, whatever they may be.
At 247Hire, we’re here to help you do more. We know you have more requisitions than you know what to do with, so we’ve diligently built our services, teams, and practices to empower you to drastically increase your sourcing speed and candidate quality. Our skilled recruiting teams take a consultative approach in their partnership with you to deliver more bandwidth, more productivity, and more profitability to your organization.
I am fortunate enough to work with someone from 247 that is attentive to the needs we have when finding appropriate candidates. It has helped that I have been able to continue working with the same person. This helps as we have groups in which we support that have continuous openings and for him to have that knowledge of the needs of that position helps tremendously. I get quick responses when things are changed in a job requirement. This is appreciated.
The 247 team is wonderful to work with across the board, bright and positive people working very hard and doing their best. I love how much everyone wants each other to succeed!
247 provides great service all around, from the delivery of candidate resumes to the communication from both the top-down and bottom-up.
Very proficient team to work with, prompt feedback and issue resolution.
247Hire has provided excellent service for all of our needs!
We’ve done business a long while and 247 people are “our” people and we rely on them every day.
The sourcing team is always very responsive to feedback and flags any issues they’re finding in the market right away so we can adjust sourcing requirements accordingly.
Great service, great communications and a stable environment
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4 Ways You Can Put Your Website to Work as an Around-the-Clock Recruiter
How can a website work as a recruiter? For companies in the staffing industry, websites are designed to attract new clients and help source potential recruits.
As a result, it’s important to ensure your website is optimized to achieve both of these goals, engaging your site’s visitors and directing them to take a desired action.
Indeed, a website is a powerful tool that helps you attract new clients and find qualified applicants based on your requirements. But how can you put your website to work as an around-the-clock digital recruiter for your company?
1. Get the best platform for your staffing website development
WordPress is one of the easiest and most user-friendly platforms that allows you to create faster and better websites. It also helps you achieve your recruiting goals and provide many benefits as you go.
- Easy to Build: While the platform requires some getting used to, creating a WordPress website is not rocket science. The platform enables you to create your desired website with user-friendly drag and drop page builder options. No coding or technical knowledge is needed. Hassle-free options let you edit the pages quickly and maintain your recruiting blogs all in one place.
- Google-friendly: SEO is crucial as you create an enticing website. If you are not showing up on Google search, you are more likely to miss your potential client. WordPress can help you with SEO plugins and get you found on organic search results.
- Mobile-friendly: A mobile-friendly website is crucial. Right now, over half of all internet searches are on mobile devices. If you create a website that is not responsive, or mobile-friendly, then you are losing a large portion of your audience. WordPress allows your website to adjust accordingly with the various types of devices and perform better. And in many industries, job seekers are almost entirely available on mobile.
2. Make Your Website Engaging
If you plan to create a traditional staffing website that provides information and a contact form, then you’re not driving job seekers to apply or submit a resume. Engaging the website audience and telling them what to do next can guide them to the next steps. How do we tell them? The answer is through Calls to Action, or CTAs. Webpages with appropriately placed CTAs are more likely to have higher engagement rates. Each page must contain at least one CTA and can go up based on design and the options you provide to the visitors. Provide diverse possibilities to engage the audience and the content that can interest them for a long time on the page. Consider using a WordPress plugin that will show your site’s visitors other related blog posts they may be interested in. Provide a “subscribe” button displayed prominently on your page. Finally, use linked text and linked images to drive the visitors to the destination URL. The CTA should be clear, concise, action-oriented, and highly visible to the visitor.
3. Streamline your applications
As the world is evolving faster, people are losing patience and expecting everything as quickly as possible. No one has time to spend on lengthy applications. Make sure you eliminate all the unwanted information, remove questions seeking personal information, like SSN and birthdates. The shorter your application is, the better the chances of receiving applications.
4. Have an Effective Career Portal
Eliminate complexity, and make the process as simple as you can. From uploading job postings to retrieving applications, make sure everything is simple and easy. Your job board or career portal should create the best user experience and help your jobs get found.
Here are some crucial parameters you should be focusing on.
- User-experience: Besides CTAs, user interface and integration with customized search interfaces are crucial for creating a great user experience. Provide filter search by keyword, location, and more. Being mobile-friendly is another determining aspect. Provide an option to save the job searches and keep them updated with the new jobs through automatic notifications.
- Search Engine Optimization (SEO): Create a unique page and URL for each job to be visible on searches and direct the visitor. Jobs include Google for Jobs schema (structured data) markup.
- Social Recruiting: Share your jobs on social networks like Facebook, LinkedIn, Twitter, and other platforms. Jobs should contain your featured brand image when shared on social networks.
Start tracking your application source and keep updated with featured enhancements and software updates. Use widgets for integrating the job board into any page of your website. Regular maintenance checks can help you achieve recruiting goals.
Every good thing takes time, and so does your website — your digital, round-the-clock recruiter. Take time and experience the value of leveraging your website as a recruiter.
Onboarding is critical for a better candidate experience: A Competitive Advantage
The onboarding process is a critical task for recruiters. While it may sound time-consuming, improved technology is making the process easier. The wide range of tools in the market can help create a better onboarding experience for a candidate.
The importance of onboarding and setting up a process that elevates the candidate experience and less work for the recruiter is necessary. It elevates company risk and has a direct impact on the cost of a new hire. Companies work on improving the onboarding process to create a better experience for both the recruiter and the candidate.
Great for recruiters & candidates
The most effective way to elevate the onboarding experience for candidates is to improve the onboarding experience for recruiters, which you can do through the new technology.
Automate the processes that prevent new hires from getting to work. Onboarding automation empowers you to improve the candidate experience, streamline complex hiring workflows, and ensure every employee has a great first day.
The involvement of both candidate and recruiter works closely together; you cannot compromise one at the cost of the other.
The technology enables the recruiters to automate background checks and much of the Form I-9 process. Onboarding automation helps recruiters make fewer mistakes and find more time to build better relationships with candidates and take on more accounts.
EG has earned serious rewards for both recruiters and candidates with their onboarding enhancements. It used to take candidates about 90 minutes to complete their onboarding documents, with a lot of recruiter intervention. With the automation tool Able, candidates with the minimal intervention of a recruiter get through the process in 10 minutes.
The reduction of extensive work and simplifying the hectic process left the EG’s recruiters very pleased. The new onboarding system received an NPS score of nine.
How to establish a great onboarding process
It is easy to say, “Let’s create a great onboarding process,” but what does it look like to actually do this?
The ever-changing technology and the actual requirements shape a better solution as a great onboarding process with more clarity.
- Mobile-optimized: The onboarding process automation is not enough, but the candidates are likely to prefer mobile-optimized and expect the process to complete ideally in minutes.
- One portal: The streamlined onboarding process should be simple and easy for both the recruiter and the candidate. A single portal needs to furnish all the essential information the candidates and recruiters are expecting.
- Automation: For any automation, the first thing to analyze; which manual work can be automated and made the best use to reduce time, effort, and obviously with minimal mistakes. Learning the most labor-intensive tasks and automating them would be the best way of approach.
Technology solutions are not always successful, that doesn’t mean you can afford to leave them behind. Your needs and requirement would call for a custom solution and is possible with continuous improvement.
Employee retention
The enhanced onboarding process has more benefits than expected. Beyond the recruiters’ and candidates’ experience, your firm can experience improved efficiency, productivity, and revenue.
Besides adding new talent to the workforce, employee retention has been a challenge for most staffing firms.
One out of four recruiters or the account managers leaves the firm in any given year. But if you do your due diligence early, great onboarding can help you expand your talent networks and form lasting relationships.
Work on the onboarding process and make it better to notice the improved employee retention compared to the previous year.
Your investment in onboarding processes can help you future-proof your business and stay on top, even during uncertain times. As you experience the exciting side of staffing, you can build relationships, make money, attract new talent, and retain the existing employees/staff.
To be precise, enhancing the onboarding process can happen with the right technology solution. Look out for the right solution that fits your needs and implement it in the best way possible. Your current challenges can turn to more comprehensive advantages.
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Virtual Interviews are the New Normal
The practice of virtual interviews was rare during pre-pandemic days. To no surprise now, however, it is becoming the new normal. Due to the lockdown measures, most companies shifted everything possible online, from scheduling interviews to conducting team meetings.
The practice of virtual interviews was rare during pre-pandemic days. To no surprise now, however, it is becoming the new normal. Due to the lockdown measures, most companies shifted everything possible online, from scheduling interviews to conducting team meetings.
Virtual meetings are different from in-person meetings, but they are increasingly growing and adjusting to human touch with more enhanced tools that provide greater flexibility to connect, talk, share, and track the work.
During the pre-pandemic phase, video interviewing had limited to a set of candidates, but since the implementation of lockdowns, the hiring process had suddenly taken a shift to a completely virtual hiring process.
Initially, there had been many challenges, but the continuous improvement in the hiring process with the incredible technology changed the game. As many companies become comfortable with virtual interviewing and remote work, companies see greater flexibility in hiring talent from anywhere across the world.
According to a LinkedIn survey, 81% of talent professionals and recruiters agree that virtual recruiting will remain even after the pandemic ends. In comparison, 70 percent say virtual recruiting will become the new standard.
The changes in the hiring process bring up new and unique challenges, such as refining screening questions, adoption, and better utilization of virtual tools and technology.
It is crucial to give a human touch to each virtual interview to produce the best results. Hiring leaders see ample reasons to state why virtual hiring is here to stay. They do not just benefit the candidate’s case but also the company’s workplace planning.
Cost & Time Savings
The most popular benefits of virtual hiring include reducing hiring costs and shortening interview times. With the traditional approach, setting up the onsite interviews can be time-consuming and can even result in a delayed hiring process if those interviews need to reschedule.
It has never been easier to schedule or reschedule the interview when provided with apps like Zoom, Teams, and Google Calendar. It saves travel time and wait-time; video interviews are easy and quick at the scheduled times.
There are many benefits of video interviews. Virtual interviews allow the company stakeholders and team leaders to join the video interview for a quicker and more collaborative decision. Video interviews also facilitate an opportunity to record and review later by other team members at their convenient time. The recorded video interviews can be used internally for training purposes for new hiring managers and recruiters.
Access diverse talent pools for a hybrid workforce
One of the biggest recruiting trends in 2021 is to hire new talent with new skills and align with the business requirements. The companies with a plan to diversify the team with new talent can likely achieve the talent management goals through virtual hiring.
Many companies have adopted the hybrid workforce model, and it will remain. As the model defines the mix of remote opportunities and onsite positions, the hybrid workforce will become the new standard.
The hybrid interview process that combines virtual and in-person elements should also be an option for all candidates.
Whether the position you are hiring for is a remote job or onsite, providing flexibility for every candidate to the virtual interviews is recommended.
During the video interviews, the hiring team can ask about the candidate’s virtual working experience and familiarity with job-related technological tools. Video interviews can be a great place to ask the candidates about their flexibility in working remotely or onsite.
For the organizations that allow remote work or hybrid work models, virtual hiring can grant access to candidates from underrepresented groups. With the flexibility to hire candidates outside the city, province, or country, the hiring process becomes easier.
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