If you’re travelling and need to recruit for your company, you don’t have to stress about completing your hiring process from afar. 

Virtual recruitment is an alternative to in-person recruitment, and can help you to save time on administrative tasks.

Take a look at these 4 tips for boosting your recruitment strategy while you’re travelling.

  • Get to Know Your Candidates

Although virtual recruitment is fantastic for making a real-time connection with applicants, nothing beats making a personal connection with each candidate. 

Getting to know your employees will help you to get a feel for who will fit the best with your team. To maximise employee loyalty, you’ll want to create a team that gels well together and can resolve issues quickly and efficiently.

Build relationships by getting to know their personal interests in the interview. People love to talk about themselves, so opening a dialogue about their greatest passions is also likely to give you a glimpse of their real personality.

  • Use Recruitment Software

Using recruitment software to recruit virtually could save you heaps of time and effort. 

Software like Oleeo helps you store all your candidate information in one place in a password protected system, reducing the risk of a GDPR leak. 

Additionally, the artificial intelligence integrated into the software also streamlines the process by automating communication between the company and the candidate. This means you can enjoy your travels without more interruption than is necessary.

  • Anticipate and Prepare for Technical Issues

It’s inevitable that recruiting virtually comes with its own host of technical issues due to software failures, dodgy internet connection, or unexplained events.

A level of this should be anticipated, and an understanding granted to candidates who are running late, drop out of the call, or have difficulty joining. 

For example, if you were using Microsoft Teams to recruit, you can minimise the risk of technical issues by sending invitations early, a quick follow-up email to confirm that the candidate is comfortable with the software they will be using, or a troubleshooting guide.

That way, you can help them through any technical difficulties without it impacting the interview.

  • Follow Up with Unsuccessful Candidates

Often, there are a number of unsuccessful candidates who are still highly skilled and capable of fantastic things, but who just weren’t good enough this time.

By encouraging candidates to sign up to the company newsletter, or divulging their mobile number, you can keep them in the loop with opportunities, news and developments that they may be interested in. This could help you keep a talent pool at the ready to fill any sudden vacancies. 

By uploading CVs into the software system, you can keep a record of the skills and qualifications of your talent pool, and target specific candidates for jobs.

You can use websites like MailChimp to create newsletters and mailing lists to keep in touch with applicants easily and quickly, without fuss.

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