Virtual Recruitment – 3 Questions to Ponder On

The major difference in the work and the work culture change between the 20th-century and the 21st-century is the slow and steady inclination towards the global collaboration. The skillsets, cost involved to hire those skills, and the market have played the major roles in this transformation. This has done and achieved two things – global audience and global team force. In the case of recruitment, when a company faces challenges to hiring the desired resource of built a team, they have the option to collaborate with the expert who can help them do so.

RPO blog - virtual recruitment

On-demand Recruiters or in-house HR?

Virtual recruitment solves all kinds of issues related to hiring resource based on a company’s requirement. A tech company, e.g., when starts, starts with an idea and by a bunch of individuals. There is a great certainty that these entrepreneurs would not be able to sought after the talents seamlessly. The main reason, not suggested as well, is the amount of time that might go into finding the talents, interviewing them, and finally selecting a few. It might take months. And for small and medium-sized enterprises, there is no such economic explication to lead in this direction. 47% of small companies are not capable of finding the right talent for a job opening. The reason? Their in-house HR doesn’t invest necessary time to understand the job role, or isn’t trained to perform such task.

What should you/they do? – Hire a Virtual Recruiter.

Collaborate with a virtual recruitment service provider. Virtual recruiters/recruitment are not just a term coined to represent individuals/companies that solve problems related to hiring. It is an industry, especially focused on serving the temporary/permanent recruitment needs of the industries. It is also not directed on a single industry vertical, but highly diversified, and they also have massive portfolio and database on the talents find roofing contractors. They also leverage automated solutions to gather and collate the required talents. They will help you schedule or take (online) interviews, generally by Skype, Google Hangouts, etc. Thus, no need to depend on direct interviews. One major problem solved!

Why Hire a Virtual Recruiter?

Now, you must be wondering – what is so special about the virtual recruiter that an in-house recruiter can’t do? The answer lies in the virtual recruiter’s location, i.e., they are located remotely. Furthermore, when you have to hire a top-management person, who must have a portfolio exactly matching your needs. What can your in-house recruiter do in such a scenario? Not much to be frank. The virtual recruiter as mentioned in the above paragraph has massive database and connections. When they have a lead (top executive – like the C-level executives), they follow a validated approach, perfected over time to convince him or her. Their methods of demonstrating a job description has a different kind of flavor. Mainly because they (virtual recruiter) work with different clients and know what it takes to convince a person to say yes on a job offer this post. Plus, the time difference also gives them a flexibility that isn’t available for the in-house recruiters. It saves time and is cost-effective as no time and money are capitalized in traveling.

To get the best of the virtual recruitment, you should partner up with a skilled virtual recruitment services provider, who has their presence in all the industry verticals. A good virtual recruitment services provider has the best of both – automated tools and individuals. Look for both before hiring a virtual recruiter.

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