Recruitment process outsourcing (RPO) has taken off in the last few years, and it’s no surprise why it has become so popular. Not only does it give the recruiting team more time to focus on other aspects of their job, but it also saves the company money and allows them to find talent that might not have made it through the initial application process without help from a third-party recruiter. Job boards and applicant tracking systems are useful tools in the recruitment process, but they’re not always enough to keep up with demand and build talent pipelines that will stand the test of time. Recruitment process outsourcing companies now turn to virtual recruiters to supplement their existing recruiting efforts and help them find the best talent more quickly than ever. These are just some of the benefits of virtual recruiters in the recruitment process outsourcing, but they’re all worth learning about if you’re looking into implementing an RPO system at your company.
Why is it important to choose a virtual recruiter?
You may be wondering why a virtual recruiter is important to have on your team. In order to answer that question, it’s important to understand what a virtual recruiter does and how they can help your business save time and money while increasing its candidate pool. In short, recruiters who work remotely have tremendous value because they work on location at client sites instead of being limited to an office space. There are two primary ways that remote recruiters are able to add value to your business-
A) They can screen candidates through telephone interviews prior to scheduling an in-person interview. This saves time for both parties as well as ensures that candidates meet basic qualifications before moving forward with face-to-face meetings.
B) They can conduct screening interviews over Skype or Facetime, which allows them to reach more people throughout a wider geographic area than would otherwise be possible from one central location.
What do they offer?
A virtual recruiter is a human resources professional who works remotely, offering recruiting and administrative services to employers. Virtual recruiters usually don’t work for companies that need full-time or ongoing recruitment assistance. Rather, they offer part-time or on-demand staffing as needed and at a much lower cost than an in-house HR department would charge for similar services. Some organizations hire one full-time employee dedicated to serving as their virtual recruiter; others enlist a team of freelancers. Either way, it’s easy to see why so many companies are turning to virtual recruiters: They provide access to highly qualified professionals without requiring them to make a long-term commitment.
How should a virtual recruiter be?
A good virtual recruiter should provide you with a variety of quality candidates. This means vetting candidates on your behalf, as well as conducting phone screens, interviews, and reference checks on your behalf. This can help speed up your recruitment process and give you access to more qualified applicants than you would have had if you were trying to find these candidates yourself. If a recruiter is providing high-quality results, they should also be very detail-oriented and work tirelessly to help facilitate an interview.
Challenges faced by virtual recruiters-
A virtual recruiter is beneficial in many areas. However, when it comes to recruitment process outsourcing (RPO), there are a few challenges that they can face that traditional recruiters do not. These challenges include dealing with language barriers, coordinating interviews with multiple parties, and utilizing technology. It’s important for you to make sure you communicate effectively with your virtual recruiter so that he or she understands exactly what type of candidates you want. Your goal is to hire a candidate who will fit into your company culture well and be successful within their position. It’s easy for an outside agency like a virtual recruiter to forget about some small details regarding a candidate because they aren’t interviewing them directly or going through rounds of phone screens so make sure that you pinpoint all your requirements and precisely hand it over to your virtual recruiter in order to be sure of expected candidate quality.
It’s a wrap-
Virtual recruiters are commonly used as part of the recruitment process outsourcing industry in today’s hiring market. While most HR firms use recruiters, some are turning to the more cost-effective and efficient alternative of using virtual recruiters to meet their staffing needs. They can effectively help your company grow its business and succeed in the marketplace. It could be called a smart and effective choice in today’s times.
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