As effects of the COVID-19 pandemic ripple through the economy, both recent graduates and seasoned professionals are searching for opportunities to advance their careers. Current social distancing measures are limiting face-to-face contact, but how will going virtual change employment prospects both during and after the pandemic? Will business continue to utilize virtual recruiting methods to reach more candidates and cut costs? Most importantly, what does the online recruitment revolution mean for you? Despite the uncertainty, there’s good news for candidates and companies alike. In the future, virtual platforms and progress in AI will help connect savvy candidates to recruiters—regardless of how physically distant they may be.
Connecting Candidates to Companies
Even before COVID-19, companies have increasingly relied on virtual recruitment. Certainly, the pandemic has accelerated its adoption. Instead of candidates and recruiters navigating the crowded lines that accompany job fairs and on-campus recruitment, platforms like Zoom can connect applicants with companies from the convenience of their own homes. To enhance online interviewing, firms are pouring more and more resources into digital platforms like Glassdoor, LinkedIn, and even Instagram. Private companies aren’t the only ones making the leap to online recruiting—so is the public sector, including the US military. To take advantage of these new methods, candidates need to spend time researching online opportunities. Platforms like LinkedIn are no longer just for advertising yourself to employers, but also offer chances to start the online recruitment process. To connect with companies, candidates need to take the first step and actively pursue applying online.
Making an Online Impression
In the past, employers relied on virtual events and online platforms to attract rather than evaluate candidates, but online interviews are the new norm. Candidates are also being judged more on their online presence than ever before. To stay competitive, candidates should perfect their online profiles, review their recommendations, and improve their portfolios. Supplementary materials like cover letters or project addendums demonstrate commitment to employers who don’t have a chance to evaluate candidates in person. For candidates, acing the virtual interview means polishing soft skills like communication and body language. Since video and phone interviews may be shorter, making a positive first impression is paramount. Remote platforms won’t take the human aspect out of recruiting, but they will make strong communication skills more vital than ever.
A More Efficient Future
Increased reliance on technology will improve recruitment efficiency across the board, which means candidates will be able to reach more employers. Machine learning is being used to appraise candidate experience, workforce data, and recruitment productivity. More processes will be automated, simplifying scheduling and communication so you can contact employers and schedule interviews on your own time. A greater abundance of data will help employers analyze which metrics are most important so they can better target your skillset and cut time-to-hire. Improved time management strategies, coupled with precision targeting, will let companies screen more quality applicants in less time, increasing convenience for employers and candidates.
Casting a Wider Net
A massive advantage to virtual recruitment is the wider geographical reach and higher number of employers available to candidates. With in-person interviews going virtual, you won’t have to fly across the country to interview for potential employers. For job-seekers and companies alike, that means a wider pool of options, saving time, and cutting travel costs. As digitally-savvy Gen Z enters the workforce, virtual methods are a clear benefit for many candidates. With digital communication— via text or web messengers—so omnipresent in our everyday lives, going virtual is the natural step forward. Virtual career fairs will also eliminate on-campus issues with overcrowding and long lines, so you can be sure to contact the employers that pique your interest. No longer are your employment options tied to where you are—but to where you want to be.
Finding Your Home with AI
The growth of virtual recruitment will go hand-in-hand with advancements in AI. Using machine learning, candidates can filter through employers more efficiently to find the best matches. Instead of wasting hundreds of hours going through positions by hand, candidates can cut to the chase by viewing the best fits for them. AI will also help create a more organized planning center because companies can design, launch, and analyze recruitment campaigns from one platform for easy candidate access. Finally, it can also make sure employers are matching high-potential candidates to the best virtual events, as well as directing candidates to positions that suit them rather than just relying on keywords. Essentially, AI will help make the jobs that best suit your unique skillset more accessible.
The COVID-19 pandemic will leave lasting impacts on the way candidates advertise themselves to and connect with recruiters. Social distancing measures may eventually relax, but virtual recruitment is here to stay. AppleOne can work with you to find your best fit in our new virtual world. Visit our website at https://www.appleone.com/ for more information on how we can make the virtual revolution work for you.
AppleOne Blog 
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