Considerations for Hiring in a Virtual World

We've seen a shift in how companies approach hiring in today’s evolving work environment. Many organizations are still navigating hybrid and remote-first models. Hiring remains a top priority, but assessing fit, skill, and culture alignment virtually continues to be a challenge. Leaders are asking: how do we build strong, connected teams when interviews, onboarding, and collaboration often happen online?

Here are some best practices we share with our clients to strengthen confidence in every virtual (or hybrid) hire:

1. Take References Seriously

Many times we find that companies do not take references seriously. Either they don't call them or they don't ask the hard questions. Take the time to make the connection and to hear directly from the reference. You will gain more from a 10-minute discussion with a reference than from any resume you can review. Ask for references from specific people, and take the time to reach out to each of them.

2. Gauge Preparedness

Is the candidate taking this opportunity seriously? Did the candidate come prepared? Do they have well-thought-out questions? While there are many professionals eager to land a job right now, be especially mindful of how interested each candidate is in your specific company and opportunity. How prepared and well-researched they are coming into the interview can be a key indicator of their level of interest.

3. Pay Attention to Interview Cues

Did the candidate take the time to dress for the interview and to think about their environment and background noise to ensure the best interview experience? Did they send a thank you card? Was it proofread and personalized? These are all important cues to help you evaluate a candidate.

4. Consider Contract to Perm

In today's environment, people are eager to find a job even if it's not yet permanent. They want the chance to shine and are going to be willing to demonstrate their value. Consider contract positions to fill open roles quickly with the opportunity for those who shine to stay on long term.

5. Focus On Fit, Not Location

This virtual world allows us to think outside the general distance that a normal commute would take. Consider applicants the fit your needs and your culture best rather than taking into account the geographical barriers.

6. Utilize Third Party Staffing

Leverage a trusted staffing partner to expedite the virtual hiring process. Organizations like ours are able to vet and pre-qualify candidates. In many cases, we have long-standing relationships with these candidates, many of whom we have had the chance to meet in person and some whom we have placed previously whose roles have been impacted by Covid-19. We can vouch for their qualifications and cultural fit.

7. Take Onboarding Seriously

Lastly, even though you cannot take these candidates out for lunch or walk them around the office hallways, do these things virtually. Send them a zoom lunch meeting and get to know them. Connect them with a variety of people throughout the organization so they can build the relationships they need to have a successful start.

Don't let the hiring process get in the way of finding the right professionals to position your company for both short- and long-term growth.