Streamline Your Virtual Hiring Process

Business operations are now reopening and employers everywhere are ready to bring in top talent.

 

As a business owner, you most likely had to change your recruiting process during the pandemic.

 

However, as you transition back to the office, or adopt a hybrid schedule, virtual recruiting will become permanent.

 

But how can you streamline your software developer virtual interview and hiring process to get the best results?

 

Here are five steps (and a few pro tips) that will help your recruitment process become more efficient while keeping candidates engaged and maintaining a great candidate experience, even if your business relies completely on a remote team.

 

Have a remote recruitment checklist

 

 

Before you dive into your virtual recruiting efforts, start with a checklist that keeps your hiring team organized and consistent. Every talent acquisition team should have a plan that defines where to find job seekers, how to evaluate candidate’s qualifications, and how to keep communication open throughout the process. Here are some questions that will help you to perfect yours:

 

Where will you post job postings? Will you post job adverts on public job boards, virtual job fairs, or your company website?

How will you vet applications received and identify potential hires?

Will you have to do a background check before you interview candidates? Will your team use blind resume screening to minimize unconscious bias and ensure compliance with the Equality Act?

Will candidates have to take an exam or complete a pre-hiring assignment?

How many live video interviews or in person interviews will applicants have to complete?

Who from the hiring managers or other team members will be involved in conducting interviews and asking follow up questions?

 

Here is an example of a remote recruitment checklist you can adopt

 

Post any job openings to public job boards like Indeed or Glassdoor

List open positions on your website and promote them at virtual events or open houses.

Use an applicant tracker software or existing tools to filter resumes and identify the most relevant skills and experience

Have your hiring managers schedule live video interviews with the top job seekers.

Send personalized messages after interviews to share next steps.

Pro tip: Allow enough time for every candidate to showcase their skills. Giving multiple candidates fair and equal time helps you make objective decisions and evaluate candidates more effectively.

 

Test the available technologies

 

Before you implement your virtual process and when you’re conducting virtual interviews, you need to Make sure your virtual interviewing platform—whether it’s Zoom, Teams, or Google Meet—is tested before bringing in multiple candidates. While working remotely, you most likely used Zoom, Microsoft Teams, or other video technologies. However, now that you’re back in the office, you should reexamine your tools and confirm everything is working properly.

 

While your technology may have worked well previously, you may experience some issues with your communication tools after returning to the office. Therefore, run a few mock video interviews in advance. Check lighting, sound, and connection quality. Ensure everyone on your hiring team has a quiet space to speak with candidates without distractions.

 

Pro tip: Encourage interviewers to meet face to face virtually whenever possible. Eye contact and authentic conversation create a more personal interview experience—similar to an in person interview.

 

And if you ever invite potential hires for an additional interview or person interview later in the process, ensure there’s enough time between meetings and clear instructions on logistics.

 

Get recruitment software

 

 

There are many steps you should follow to ensure you hire the right candidate for the job. You have to prepare job descriptions, manage the candidate pool, screen CVs, and schedule interviews, among others. However, going through all resumes, communicating with all candidates, and coordinating with hiring managers can be time-consuming, especially when virtual hiring involves hundreds of applications received. That’s where recruitment software becomes a lifesaver.

 

With automation tools, you can handle repetitive tasks, send text messages or personalized messages quickly, and focus on building relationships with job seekers instead. Plus, you’ll improve the candidate experience while saving time and staying compliant with privacy laws.

 

Recruitment software helps you:

Manage interview scheduling without relying on manual calendars.

Handle video interview coordination across multiple candidates.

Support talent acquisition teams by comparing job requisitions to budgets and hiring needs.

Reduce the time spent approving contracts and streamline onboarding for new hires.

Keep your company culture front and center by providing a consistent experience for every applicant.

 

 

Other ways recruitment software can benefit your business

 

To decrease the likelihood of hiring the wrong candidates, most companies are now turning to recruitment automation software. This technology automates recruiting tasks reduces the cost-per-hire, accelerates the time taken to fill positions, and increases recruiter productivity. Some of the other ways this technology can help you include:

 

Comparing new hiring applications: Recruitment automation software will compare new hire requisitions against the vacant positions and budget. This will help ensure that the information posted is accurate and help attract the right talent.

Streamlining the scheduling process: Did you know that it takes approximately 15 minutes to one hour to schedule a single interview? Fortunately, recruitment software can also handle scheduling interviews. This software reduces the cost of scheduling interviews, time commitment, and lost talent. It will also notify you of new schedules.

Reducing the time taken to approve contracts: The ideal recruitment software can manage employee contract needs and reduce the contract approval cycle. It can do this by eliminating bottlenecks and ensuring accountability.

 

Remove hiring obstacles

 

When most employers start virtual hiring, they tend to get too choosy about the data they collect. This is because they think that the more data they have, the easier the screening process will be. However, having more information makes it more difficult to make up your mind. What’s more, asking for too much information can intimidate candidates.

 

Therefore, if you want to streamline the process, ensure that the process is easier for your candidates as well. You may also want to think about the platform candidates will apply from. Ensure that it’s user-friendly.

 

The questions you ask at every stage should only focus on attracting the right candidate and those that you may not get answers from the resume.

 

Remember the employee onboarding process

 

 

Now that you’ve found the right candidate, and they’ve accepted, remember that your job isn’t over yet.

 

The final step in a streamlined recruitment process and a great virtual recruiting plan is onboarding. Smooth onboarding helps new hires feel connected to your company culture and start contributing faster.

 

Create a welcoming plan that includes:

Virtual office tours or short videos introducing your workplace.

Access to collaboration tools and resources.

Introductions to key other team members via virtual events.

Clear expectations and next steps after their interview process.

Opportunities for follow up conversations and additional questions.

 

Pro tip: When possible, include short office tours or even face to face meetings later down the line to help job seekers feel like part of the team. This is one of the great ways to strengthen engagement and retention.

 

Here are a few steps you should take in your onboarding process:

 

Create a checklist of all the tools and accounts your new hire might need access to. This may include Trello or Slack. In case the new employee is joining a department that uses a specific tool, remember to include it in your onboarding process.

Get the necessary onboarding documents, like training videos or manuals that will show new employees what to expect.

Include a directory of the people new employees need access to and their contact information.

 

When you have a streamlined recruitment process, you can easily get the right employees and seamlessly take them to onboard. Therefore, ensure that you list down everything important that you don’t want to miss once a new person joins your team

 

Key Takeaways

 

Virtual recruiting is here to stay. As your business continues to adapt, focusing on your virtual interview strategy will help you reach the best talent, create a memorable interview experience, and uphold a strong company culture.

From testing tools and using virtual interviewing platforms to offering follow up and next steps, these four steps will give your hiring team more flexibility, help you attract top talent, and build a diverse talent pool—even beyond your local labor market.

 

This sudden shift in hiring practices means that you have to recruit and hire developers without meeting candidates.  Use the above actionable tips to help you improve your remote hiring.

 

If you need help streamlining your hiring process and reducing the cost and time you use on hiring tasks, contact us today.

 

Our skilled experts use AI to automate repetitive recruitment tasks, which will significantly reduce your cost-per-hire and the time taken to fill each position.

 

And remember: when you simplify your process, you’re not just saving time—you’re giving both job seekers and your team a smoother, more human experience.