Recruiting students and graduates virtually

Written by Calvin Bowers

Virtual recruitment is a hiring process that all takes place online, often for a job which will be remote and virtual. You won’t meet the candidates face to face. But, through interviews, surveys, assessments and virtual events, you can guarantee to find the right candidate for you.

Many students and graduates are opting for virtual and remote working due to increased flexibility. These jobs allow graduates to move around. For example, to begin the role at university and then take it home, or to have more freedom with their working pattern. If you are trying to recruit within this market, you must understand virtual recruitment.

Many employers are now being forced to conduct a virtual recruitment process because of the COVID-19 pandemic restrictions. Still, there are many benefits to the process.

Advantages of virtual recruitment

  • It is more financially sustainable to have a virtual recruitment process. You don’t have to pay for space, and you will save money on travel expenses. The virtual recruitment process can also limit the time it takes to do things, which will eventually save you money. For example, you automate administrative tasks such as data recording and entry.
  • You can access a more diverse array of candidates that might not have been able to attend an in-person interview. For example, there may be accessibility issues for people with physical disabilities or barriers which may stop those with mental health conditions from applying.
  • A virtual recruitment process is much more time-efficient. You can host interviews and meetings around your existing schedule and commitments, meaning they can be at a time that suits you and the company best. Virtual interviews also allow for easy rescheduling should there be any issues, which isn’t always the case for in-person interviews.

How to make a successful virtual recruitment process:

  • For many students and graduates, this may be their first serious job interview, so bear in mind that they may take some time to relax. Try not to judge people if they are shy or apprehensive at first; it can be tough to settle into a virtual interview as you don’t have the relaxing informal interactions that happen alongside.
  • Offer informal virtual experiences which will help both you and the candidate to determine whether the company is right for them. You might want to host a virtual tour of the office or a session to meet the other staff. This is important in helping to introduce the candidate to who you are as a business.
  • One of the most challenging parts of the virtual recruitment process for the candidates is feeling left in the dark about the process. Having no opportunity to interact with other candidates and meet you in person can leave candidates feeling confused. To avoid this, it’s a good idea to layout the whole process, with dates, to all the candidates at the start, in an information session or email.

For more help on employing students and graduates, visit our dedicated page for employers.

Last Updated: Wednesday November 4 2020
Go to Top