HR Consulting & Recruiting: Finding the Right Talent Virtually

The coronavirus pandemic has impacted businesses in a variety of ways.

The workplace has evolved significantly over recent years and so too has the way organizations are positioning themselves to attract talent. Having an up-to-date job description is important but it’s only the starting point of an effective recruitment strategy. To remain competitive in today’s talent arena, organizations need to pause and consider a reboot of their brand and hiring materials to ensure they reflect current priorities.

Focusing on areas such as flexibility, employee wellbeing, and authenticity not only reflects the modern world of work but also helps to ensure your message will resonate with candidates who are seeking meaningful career opportunities.

Strengthen Employer Branding

• Update your digital presence: Audit your website, social media, and job postings to ensure they reflect current products, services, and values. Did you recently enhance your benefit offerings? Be sure to share that!
• Share authentic stories: Highlight how your organization supports employees, embraces innovation, and contributes to the community.
• Showcase culture and wellbeing: Add a “Why Join Us?” section to your career site or LinkedIn page that emphasizes safety, flexibility, diversity, and growth opportunities.

Timely Considerations for Refreshing Your Job Materials

• Audit postings: Remove outdated listings if you’re not actively hiring. Outdated postings frustrate applicants that take the time to apply. They can also make your company appear disorganized or misleading, which may ultimately deter top talent. And of course, reducing unnecessary inquiries will only save your HR team time!
• Modernize descriptions: Revise active postings to reflect current responsibilities, required skills, and growth potential.
• Highlight Flexibility: Emphasize how your company supports flexible schedules and remote collaboration. While many organizations have shifted from fully remote setups to hybrid or in-person models, maintaining flexibility remains a powerful differentiator. The candidates I have spoken to recently continue to express strong interest in employers that offer remote or hybrid options so openness to that can significantly expand your talent pool.
• Employee wellbeing: Today’s workforce places high value on mental health support, wellness programs and work-life balance. Highlighting these initiatives signals that your company understands this and is aligned with moder priorities. It also differentiates your organization from competitors and positions you as a caring, people-first employer.
• Diversity and inclusion: Share updated DEI commitments and progress to attract values-driven talent. Remember, DEI is about creating an inclusive environment where people of all backgrounds feel valued and supported. It’s not only the right thing to do, it’s a driver or creativity and long-term success.
• Future skills focus: Candidates are drawn to organizations that invest in their growth so highlight opportunities for reskilling and career development. Let’s face it, in a world where AI is reshaping roles faster than ever, we all want assurance that we’ll be supported in adapting to these changes.
• Tech-forward recruiting: Mention digital tools or AI platforms that streamline hiring and onboarding.

Conducting Interviews

At this time, many people (on both sides of the interviewing table) may not be having as many in-person meetings. Companies need to find new ways to recruit staff for both the interviewers and candidates. While virtual interviewing was an option some companies used prior to the pandemic, it has now become the most prevalent form of conducting an interview.

• Conduct an initial interview via phone or virtual interview:
  • Most virtual meeting platforms are compatible with a laptop webcam, handheld device or smart phone.
  • Some popular options include Zoom, Google Hangouts, Skype, RingCentral Meetings and Cisco Webex.
• When scheduling interviews via video conference, remember these tips:
  • Verify with the candidate that he/she has the ability to participate in a video conference and identify a platform that suits both the interviewer and candidate needs.
  • Review the vendor information to ensure there are no time limits or other factors to consider. Some of the free versions have limits and abruptly end the call once the limit has been reached.
• Should a candidate be unable to video conference, consider mobile friendly conference line options.
• Similar to how you would provide directions to your office, offer the candidate guidance on how to use the software so that the interview goes as smoothly as possible.

Virtual Recruiting Tips for HR and the Hiring Manager

It’s important to be just as prepared for a virtual interview as you would be for a face-to-face interview. This means having questions prepared ahead of time and beginning your interview on time. In addition to these normal preparation activities, you will also want to consider the following:

• Location - Identify an appropriate space to conduct the interview where you can be alone and where you will not have any distractions. Be sure your space is uncluttered and exudes a professional appearance.
• Attire - While some people may have resorted to some unconventional apparel following the COVID-19 crisis (ball caps, sweatshirts and more!), interviewers are encouraged to maintain a professional appearance. Remember that solids and neutrals are usually the safest bets.
• Internet Connection - Now is a good time to ensure that you have a video connection that is strong enough to stream video without interruption. Test your internet connection beforehand. If you find you are “freezing” or “crashing”, contact your internet provider to determine if a faster connection is possible. If you already subscribe to the fastest connection, ask about options to “boost” your signal. Always have a “Plan B” in place (such as a conference line for a phone call) in case the connection becomes unstable.
• Video - Good lighting is key to ensuring candidates can see you. Experts recommend that if possible, you have the light source in front of the location you are recording from. Try to avoid having a lamp beside or behind you as that will often create shadows or distortion.
• Sound - Remember to conduct a sound check to ensure your audio is crisp and clear. Table microphones should be properly positioned 1 to 2 feet away and special attention should be given to eliminate any noise that could come from household appliances, shuffling papers or clicking pens.

In Person Interviews

At this time, virtual interviewing is still an option, but you may find that certain stages of the hiring process are better suited to in-person interviews. When you have vetted candidates thoroughly and narrowed it down to qualified individuals under strong consideration, you should make plans to support a smooth and effective onsite interview experience for both the candidate and the interviewers. Things to consider when planning:

• Set expectations - Clearly communicate the logistics of the onsite interview. Provide guidance that includes:
  • Your company’s procedures for onsite visits;
  • Instructions about parking, building entry, and any security protocols; and
  • HContact information for who to reach if the candidate needs to reschedule the interview.
• During the interview - Ensure a smooth and professional onsite experience:
  • Reserve an appropriate interview space that is clean, organized, and conducive to conversation;
  • Wash hands properly and/or have hand sanitizer available;
  • Greet the candidate in a professional and welcoming manner; and
  • Make sure the interview area is prepared in advance and free of unnecessary interruptions.

Refreshing your recruitment strategy today isn’t just about updating job postings—it’s about reintroducing your company to the talent market with clarity, authenticity, and vision. By strengthening your employer brand, modernizing job materials, and aligning with candidate expectations, you’ll best position your organization to stand out in a competitive hiring landscape.

- Stephanie Bettinelli