Access to top talent

- Would you like to improve the way that you attract the best talent to fill your open requisitions? Quite frankly, who wouldn't? I believe the best way to improve your access to top talent is to implement virtual interviewing as part of your hiring process. During COVID-19 pandemic the number of virtual interviews dramatically increased because companies were basically forced into it, and many viewed virtual interviews as a temporary solution. But what's happened is it's become part, it's transitioning and changing the traditional hiring process for basically five reasons. The first reason is you have access to more talent, a much larger talent pool. Think about this for a moment. You could conduct a national or even an international search. The location of a candidate is not going to delay your interviewing process. And you're not going to pass up on top talent, because they don't live locally. Another thing is, this opens the market to the passive candidates. These are candidates who are working, they've got a great track record, they're the best candidates out there often to fill your open requisitions, but now they don't have to take time off work, which makes them available to interview at your convenience. The second benefit of virtual interviewing is it eliminates three primary obstacles. Let's start with the lack of availability. There's going to be no delays in scheduling interviews, because either someone in the interviewing process or the candidate is not available to travel or take time out of their schedule. So there is going to be no lack of availability, and the problem is so often you lose top talent when there is delays. Next, the competition for talent. Think about this for a moment. If you're offering the option of a virtual interview, and your competition is not, this gives you a great differentiator with job seekers and it's going to give you access to the best talent because they're going to see it as a great benefit to them. The last obstacle is interviewing unqualified people. So often, you're spending a lot of time on unqualified candidates. And what I suggest as part of your interviewing process is the first step should be a phone screen, and this is going to give you a much smaller pool of top talent to interview. The third benefit to virtual interviewing is your streamlining your hiring process. I want you to review the entire hiring process that you currently use, and ask yourself if all the stages are necessary, 'cause quite frankly, all your managers care about is hiring the best talent and hiring them fast. Vacancies cause problems. Vacancies can cost them money, and prevent them from attaining goals. A virtual interview is more efficient, it saves money, and you'll hire the best talent much faster. The fourth benefit to virtual interviewing is it's going to give a consistent interviewing and evaluation process. To enjoy the best results, your entire team, everyone involved in the interview needs to help create the questions and you want to determine roles, because you're going to decide how you're going to evaluate candidates, because you want to fair and consistent. And one of the great things about a virtual interview is it eliminates emotion and bias from the interviewing process. The fifth reason for virtual interviewing is simple. You'll get greater results. You'll have a larger pool of talent, you're going to eliminate obstacles and delays, while you improve and streamline your hiring process. When you implement and embrace virtual interviewing, everyone benefits. Your company benefits, your hiring managers benefit, the candidates benefit, and you benefit. You're going to differentiate yourself from your competition and you're going to fill your requisitions with the best talent.