By Megan-Louise Burnham
While virtual recruiting isn’t new, it’s been embraced by employers like never before. Initially intended as a temporary response to the Coronavirus pandemic, virtual recruiting and onboarding allowed employers to continue their hiring efforts, replacing the traditional face-to-face practices, like interviews, and prioritizing safety. What was once a convenient solution is quickly becoming essential in our ever-evolving digital world for businesses to attract and retain great talent.
The tech sector’s high turnover rate of 13.2% exceeds the 10.5% average of other industries (as reported by DevSkill), which speaks to how employers need to evaluate their processes to not only keep the staff they have currently, but to also appeal to new talent too.
In this post, we will discuss why virtual recruiting and onboarding is the best way forward for any business looking to attract NetSuite talent and how beneficial it can be for everyone involved.
Virtual onboarding and recruitment is a sure-fire way to ensure you’re hiring the best talent for your business needs. With the current talent race, paired with the continuous growth of the NetSuite market, it’s more important than ever for employers to position themselves as the best option for candidates. Not only does it allow you to scale your efforts, ensuring efficient allocation of your time and resources, but it also shows from day one that your organization prioritizes health and safety.
While it was the only option for employers, upkeeping virtual recruitment and onboarding practices shows that you are willing to adapt and innovate with industry standards, attracting top talent that will want to grow with you.
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Want to integrate virtual strategies into your recruitment and onboarding processes but don’t know where to start? We’re going to share our top advice on how you can reap the benefits of virtual recruitment and onboarding, backed with the feedback of NetSuite professionals.
According to the U.S. Bureau of Labor Statistics, roughly 4.3 million workers quit their job at the beginning of this year highlighting the amount of potential available talent out there, as well as the speed in which employers need to work to attract this talent to their vacancies.
Making the shift to virtual recruitment allows recruiters to reduce expenditure and shorten the process, leaving you with more resources to recruit elsewhere in your business.
Without the cost of in-person events, employers can reshift their focus on making their virtual efforts the best they can be. Holding events online allows recruiters to manage the hiring stages alongside their other day-to-day activities, ensuring productivity on every front. While there are some costs to take into consideration, they scarcely compare to those of face-to-face recruitment. Ultimately, it gives businesses control—both over hiring costs and control over the disruption (or lack of) recruitment processes can often have over other day-to-day activities.
Virtual recruitment also has the advantage of time, in fact, 72% of recruiters say their time to hire with virtual recruiting is as fast or faster than in-person recruiting alone (Brazen). By shortening each stage of your recruitment funnel candidates move faster through the recruitment process, saving you time and resources while improving engagement at every stage. We all know the feeling of waiting weeks to hear if we have made it to the next stage of the interview process; after a while, you can lose motivation and consider if the role is for you at all, eventually going back to the drawing board to begin the job search again. By speeding up your process, you reduce this risk, with the added advantage of standing out as a serious employer committed to giving fast results.
Communication between candidate and employee is vital in any recruitment process, not just for relaying key information, but also in getting to know who will be working with you. By integrating virtual practices, you can do this with ease—especially if you utilize tools such as virtual chat, allowing candidates to get answers at any time while minimizing non-essential communication.
Finding ways to automate this process through scheduling tools can ensure efficient communication. Singular back-and-forth communication isn’t strictly a problem, however, finding ways to automate correspondence (especially for penciling in interview times and relaying feedback) can keep everyone in the loop and assures any candidates that their time and effort is valued.
Online recruitment also gives you the luxury of accessing a wider range of platforms to advertise and communicate with talent. By using different social media platforms to communicate with your audience, as well as the traditional recruitment websites and email, candidates are free to choose a means of communication that best suits them. Allowing candidates to act on their own preferences automatically puts you in the best position for recruitment, positioning yourself as an employer that values each candidate’s circumstances.
One of the many benefits virtual recruitment offers you as an employer is a wider talent pool which can help you make crucial progress with your Diversity, Equality, and Inclusion goals. Making your recruitment process virtual facilitates interactions with a more diverse candidate base, eliminating any unconscious bias from the recruitment process.
In an age where remote working is becoming an industry standard, marketing yourself to a wider talent pool not only ensures you are reaching the best talent possible, but also adds to your value as a potential employer. A combined 58% of NetSuite professionals surveyed in our latest Careers and Hiring Guide responded that they want to continue to work from home, either fully or with a hybrid work model. Utilizing remote hiring practices allows you to reach this talent, removing geographical barriers and making the process equal for everyone, no matter their location or personal circumstances.
It not only helps the talent you try to reach, but also the employees you already have. Most workforces are now built with dispersed teams with employees working from home in one city while some are in their local office branch in another. By integrating these solutions into your existing recruitment practices, your team is equipped to do their job as effectively as possible without their work preferences impacting their hiring efforts.
Virtual recruitment is not only a sensible option but the very future of recruitment. As with every other aspect of the tech industry, being able to adapt is the only way to stand out from your competitors; embracing the benefits of virtual recruitment is a perfect example of this. If you want to attract top NetSuite talent, you need to be providing top services that position your business as a competitive employer.
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