They have managed to adapt and develop very cost-efficient and time-saving end-to-end virtual recruiting strategies.

They realised that a video would help them better understand the candidate's personality and some of their skills before presenting them to the hiring managers. The video also adds a more human side of a candidate than just a traditional CV and few assessment notes, easing the decision-making process for the hiring managers.

Through video interviewing, the recruiters ask questions relevant to their clients or hiring managers, and the candidates will provide specific information that will allow those involved to quickly decide if they want to continue or not with a candidate.

The recruiters and staffing companies now face a significant challenge that stops them from using video in their hiring processes. Their team members have to acquire or develop new skills that will allow them to make the virtual recruiting feel as personal as possible as the in-person conversation.

“At the same time, they need to look at ways of striking a balance between virtual and in-person: optimising the candidate experience and assessments advantages of in-person, yet continuing to leverage the speed and efficiency of virtual.

The recruiters agree that the balance between virtual and in-person could vary according to seniority. The candidates for entry-level positions may experience a completely virtual hiring process, while executive candidates could continue to receive a more bespoke process with onsite visits and face-to-face meetings.”*