The global pandemic left many employers scrambling to adapt to a fully remote experience, and sheer necessity required the uptake of virtual recruiting processes as part of this. But with the vaccine rollout now underway in Australia and around the world, 2021 promises the return of some level of normalcy.
So, what’s going to happen to virtual hiring? Will it continue to dominate recruitment trends, or will it fall by the wayside along with disposable face masks?
Here are four convincing reasons we think virtual hiring practices will be here to stay in 2021 and for the foreseeable future.
The great Work-From-Home (WFH) experiment of 2020 revealed a few surprising benefits and advantages, and up to 82% of companies plan for some aspect of these changes to be permanent going forward.
With remote working a mainstay option, the talent acquisition landscape will broaden significantly, and casting global nets to attract and hire remote workers will become more commonplace.
With potentially thousands of kilometres and hours of time-zone differences now separating you from your next best hire, virtual hiring technology like on-demand video interviewing will continue to remain an essential strategy for your success.
In 2021, we’re likely to see a talent paradox. While unemployment may remain high, talent with the critical skills to help businesses grow in 2021 will be in short supply and high demand as everyone chases candidates with similar skill sets.
To make matters more complicated, those who’d been hesitant to risk a job change during the volatile market of 2020, will see 2021 as their chance to seek out new opportunities. So, while this might help increase your applicant pools, it also means you can expect to see higher attrition rates within your own organisation.
Virtual tools will continue to help you engage with talent quickly and reduce your time to hire, giving you a competitive edge to snap up top talent quickly and avoid candidate fall offs during your hiring process.
This competition for talent will put pressure on employers to showcase their consideration and dedication to great candidate experiences. Some may argue virtual recruitment strategies leave candidates feeling less valued and engaged than they might with in-person hiring methods. However top talent will no longer be looking for in-person perks like free snacks, gyms, and game rooms, and instead be looking for companies offering seamless remote work experiences, and flexible work policies – all of which are best exemplified in action through virtual hiring strategies.
Want to learn how videos can help engage top talent through the recruitment process? Read our article recruitment videos in 2021: what to say and how to use them.
COVID-19 wasn’t the only game changer in 2020. The Black Lives Matter movement has had recruiters and candidates alike taking a stand on diversity and inclusion policies. In 2021, candidates will respect recruitment experiences with minimal inconsistencies or bias throughout the screening process.
Which brings us to…
Asynchronous video interviews allow recruiters to assess candidates with exactly the same questions. Virtual recruitment also allows for features to remove the identifying features which trigger unconscious bias.
These qualities can‘t be replicated through in-person recruitment.
The continued support and acceptance of remote workforces will also support the recruitment of diverse people with diverse responsibilities (parental and otherwise). And as we’ve already discussed, this won’t be achievable without virtual hiring processes.
After everything we’ve been through in 2020, it’s safe to say none of us can truly predict the future entirely. There’s no doubt once the pandemic is over, TA professionals will be eager to return to some of the in-person strategies. But it’s becoming clear, a hybrid model of recruiting with a blend of traditional and virtual recruiting methods will be the key to driving more efficient and positive outcomes in talent acquisition.