E-Job Hunting and Virtual Recruiting

As summer creeps up, the influx of qualified recent graduates and perspective interns starts to increase in numbers. The change in lifestyle presented in the last 12 months has created a shift in work culture. Prior to COVID-19, most hiring processes involved an in-person interview as one of the steps of the process. Recently, the interview requests have been more consistently virtual. Over the years, many companies have adopted virtual interviewing methods, such as Skype, Zoom, pre-recorded questions, voice conferences, as part of their recruiting processes. It is now important to acknowledge the widespread adoption of the virtual recruiting process and its effects on the application process. What does this mean for perspective graduates or students? How are recruiters adjusting? Additionally, what does this mean for the future of job hunting? As factors continue to change for job hunting and virtual recruiting, one thing is certain, everyone needs to adapt, prepare, and be ready.

E-Job Hunting

Employers and recent graduates all struggle with virtual recruitment challenges. 48.7% of students that responded to a Handshake survey indicated that they felt less intimidated about online interviews for internships, co-ops or full-time positions when compared to in-person interviews. On the other hand, 52.2% of students stated that they were concerned about their effectiveness through virtual communication, being behind a computer screen rather than in the same room as the interviewer. It is understandable that students feel this way given that online job fairs, meetings, and interviews are still relatively new in the grand scheme of things. Many students want to ensure that they put their best foot forward and that they are doing everything possible to succeed in interviews or meetings. The remote version of these meetings sets some individuals at a disadvantage and some at an advantage. Before the cultural shift to online due to the pandemic, some companies used remote recruiting to diversify the candidate pool. Companies and recruiters also receive the advantage of having multiple representatives available for these meetings due to the location no longer serving as a barrier. In turn, these advantages could be a great selling point or learning opportunity for young students or recent graduates.

With virtual meetings being somewhat fresh and not fully adopted by everyone, it is always a good idea to practice. Scheduling a mock interview can allow candidates to gauge important factors such as audio levels, lighting, camera angle, Wi-Fi connection strength, sitting position, and head and eye movement. Testing these factors can provide candidates with a good idea of what they can do to improve their set up or approach to their upcoming meetings. A lot can be done with technology, such as sharing a person’s screen to showcase a work sample. Nevertheless, there are always rules and etiquette to follow for these processes. To ensure a person is operating as they should, the best thing to do is to practice. Virtual meetings also do a great job of breaking the ice between strangers. Approaching a stranger or meeting someone you never met before can sometimes awkward and tense. A virtual meeting quickly puts a voice to a face and alleviates the pressure of meeting someone for the first time. This is a benefit for people who tend to get nervous or anxious when putting an amount of pressure on a situation they want to succeed in.

The success of the shift to remote work has not only let recruiters expand their candidacy but also has let candidates expand their opportunities. A person no longer has to be tied to a certain geographical hub in order to find work or be considered for a position. But even with success, it is important to consider the negatives. One negative to consider is that the transition is a tough adjustment, which may be easier for younger generations but might not be as intuitive for older job seekers or recruiters. Another negative is the lack of ability to physically assess the display of attention and positive body language. A third negative might be the variance in formality of each platform. A virtual meeting can be more relaxed or can feel like an interrogation within a panel interview setting. When in person, there are opportunities to divert or change the tone of the conversation, as well as speaking directly to the person who asked a question. Finally, the inability to know what else is happening in the room outside of what is shared through the camera can be frustrating or distracting during the interview process. During a virtual meeting, it is impossible to know if that person has informative guides up or is with someone else in the room. While in person, a savvy veteran recruiter can identify certain characteristics that they can infer about the candidate’s qualifications or overall status as an individual.

Virtual Recruiting

What exactly is virtual recruiting? Virtual recruiting is a hiring process that takes place entirely remotely between job seekers and recruiters. Recruiters rely on technology to host video interviews, virtual events, surveys and assessments to evaluate their applicants remotely. Virtual recruiting usually utilizes:

• Video conferencing software
• Virtual event software
• Chat solutions

Even though virtual recruiting works differently than traditional recruiting processes, the same standards should adhere to the process. Virtual recruiting has many benefits:

• Ensures safety when it is unsafe to meet face-to-face
• Saves time and money when candidates and recruiters are separated by long distances
• Allows recruiters to contact more candidates with extra time
• Provides option for candidates that may prefer a virtual meeting

Advantages for recruiters:

• Minimizes bias and opens more doors
• Allows for effective global recruitment and talent pool

Limitations for recruiters:

• Harder to gauge a culture fit
• Candidate experience may suffer

 

Remote recruiting must still abide by Equal Employment Opportunity Commission (EEOC) guidelines and the process must be non-discriminatory. To make sure candidates are a good fit to the work culture it is a good idea to provide virtual tours consisting of photos, videos, and culture interviews. The goals of virtual recruiting are the same as any other form of recruiting. Within a virtual setting, a recruiter has the ability to reach more candidates and be more effective within a time period, as the preparation and wait time between interviews can be instant or appropriated accordingly.

Some basic tips for recruiters include:

• Choose the right platform: Zoom, Cisco WebEx, Microsoft Teams, Handshake, etc.
• Promote the event across all operated digital platforms
• Follow up with attendees
• Implement metrics to track success

 

Virtual Career Fairs

Virtual job fairs take place during a designated time period and can be similar to webinars. The meetings between the two parties are within a virtual space via a chat room, teleconference, webcast, or even email to exchange information about the job posting. The latest platform to enter the arena of hundreds of virtual job fairs annually is Handshake. Handshake’s virtual career fair feature was used by YSU during the Fall 2020 and Spring 2021 Virtual STEM Expos. The new feature was designed to facilitate large-scale virtual job fairs for the use of universities and employers in order to still give students the opportunity to network with employers and have access to opportunities. The Virtual STEM Expo at YSU offered 1:1 meetings with employers, as well as group sessions that were similar to webinars. Unlike many universities, YSU also offered a space on campus for students to conduct their sessions in a safe and efficient manner.

Online Interviews

Needed for a video conference:

• A working camera, and microphone
• A reliable internet connection
• A VoIP provider (Video Conference software)

 

An ineffective or counterproductive video conference can result in a breakdown of a relationship or miscommunication amongst groups. Ways to communicate more effectively in a video conference include:

• Set an agenda prior to the call/conference
• Be aware of different time zones
• Remove yourself of distractions, such as people in the room, pets or background noises
• Ensure familiarity with the video call platform
• Listen respectively to the other person speaking
• Wear appropriate, non-distracting attire

 

Self-Doubt

Job searching is a difficult task as is. What makes it even more difficult is self-doubt and thinking in a negative way about your abilities or future possibilities. Self-doubt is a learned behavior and can impact mental, as well as physical health. Self-doubt can be seen in statements like:

• “I am not good enough to apply for this position”
• “I will never find a job I like”
• “There is no point in trying. I won’t be selected for an interview.”

 

While it may seem harmless, the internalization of these statements can wreak havoc on daily thought processes, as well as impact choices. This negativity can decrease motivation and derail goals, even more so in stressful situations like a job search or job transition. Listed below are ways to get over self-doubt:

1. Identify your pain points.
2. Remember your accomplishments.
3. Remind yourself you are not alone.
4. Build a strong support system.
5. Seek professional guidance.
6. Let go of external expectations.
7. Forgive your past.
8. Set short term goals.
9. Celebrate small victories.
10. Practice positive self-talk.
11. Try mediation.
12. Get some exercise.

 

Conclusion

Although the format and interview outfit may have changed, the challenge is still the same. As candidates prepare to meet future employers in their business casual top and pajama pants, it is important to remember interviewing basics. It is always important to do research on a company or perspective employer, practice some basic interview questions, schedule a mock interview with a career service office or organization, as well as ensure all technology or devices are in working order. Even when performing these basic functions, an interview or opportunity may still result in a failure. One of the biggest problems that individuals face during a job search is discouragement and self-doubt. It is obvious that a person can only withstand so much, and everyone has their breaking point. Consistent rejection can make someone infer they are inadequate. In reality, that is not the case. The problem causing the rejection may be their application documents, interviewing techniques or that they are overreaching for a position they do not fully qualify for. While on a job hunt, it is incredibly important to have other areas of life one can focus their time on and be productive. Finding a career is not straight forward and takes time. If this is not apparent, speak to established professionals and get some insight on how they started their journey. This temporary time period allows an individual to gain valuable skills, a decent wage, but more importantly it helps extend the moratorium time period of searching for their ideal position.

References:

https://www.insidehighered.com/news/2021/03/03/students-report-mixed-feelings-about-virtual-job-recruiting#.YD-S-eiQva0.linkedin

https://www.icims.com/glossary/virtual-recruiting/

https://harver.com/blog/virtual-recruiting/

https://www.smartrecruiters.com/blog/a-guide-to-virtual-recruiting-success/

https://www.cnbc.com/2020/08/01/virtual-career-fairs-how-to-land-a-job-offer-at-an-online-event.html

https://www.digitalhill.com/blog/how-to-communicate-effectively-via-video-conferencing/

https://www.virtualvocations.com/blog/telecommuting-job-search-help/11-ways-overcome-self-doubt/

Additional Resources:

Virtual Recruiting: https://careers.usc.edu/chronicles/2020/07/recruiters-share-their-top-virtual-recruitment-tips/

Online Interviews: https://www.thebalancecareers.com/online-job-interviews-2064216

Remote Recruiting Blunders: https://www.hcamag.com/us/specialization/recruitment/the-cost-of-a-bad-hire-is-rising/249705

Student Testimonial: https://www.thedp.com/article/2021/03/class-of-2020-and-2021-covid-job-market