Virtual recruitment isn’t a new strategy. However, it seems overnight it evolved from a nice-to-have option in the recruitment process to an absolute necessity.
Now, for an indefinite amount of time, you and fellow medical sales recruiters are tasked with moving every step in your process forward in a virtual environment. Unfortunately, if you’re like 48% of HR professionals in an April Doodle report, Recruiting and Onboarding Employees From a Distance, you may be unprepared to digitally adapt your recruitment and onboarding processes.
Even as some states reopen from the COVID-19 shutdowns, many companies plan on making remote work a staple in their company cultures. Of course, this means patching digital issues and finding short-term solutions isn’t feasible anymore.
All medical sales recruiters must prepare to create the best virtual recruitment experience for candidates. As remote and flexible opportunities become widespread, medical sales candidates will have more connections and career options than ever.
Here’s how you can stand out and enhance your virtual recruitment efforts:
1. Streamline your processes
Of course, in a virtual setting, candidates don’t have the added time of traveling to and from interviews. However, too many complicated steps in your recruitment process will still turn top talent away.
Streamline every step in your virtual recruitment process. Analyze what avenues give you the best-fitting candidates, determine unnecessary steps, and, ultimately, understand what tools your team needs — and what tools they don’t.
Consider, for example, how many steps a candidate goes through from application to final interviews. Look at drop-out rates and where you’re losing candidates to understand what steps are offputting. A one-hour application process followed by a personality test and interviews with three separate interviewers could make the company seem demanding from the start.
2. Use the tools right for your team
There are a million digital tools medical sales recruiters, like yourself, are using right now. When you’re new to virtual recruitment, it’s easy to find comfort in platforms and systems that promise easy connection and evaluation of candidates.
But every tool isn’t right for you and your team. Blindly adding superfluous tools to your recruitment strategy overwhelms your team and muddles your processes. In turn, the candidate experience is negatively impacted.
Review what you appreciate most about the in-person recruitment process. Then, connect those attributes to digital tool features.
For example, maybe your favorite part was interviewing candidates face-to-face with your team. You feel it solidified a connection, your ability to better assess personality and soft skills, and collaboration with your team.
Look for virtual interview tools that allow the option of video recording. This enables you to assess applicants face-to-face and gives your entire team the opportunity to collaborate, even if they can’t be present for the live interview.
3. Set candidates up for success
You aren’t the only one feeling uneasy about the whole virtual recruitment set-up. Many candidates also feel nervous about the idea of learning new tools every time they apply for a job. This includes stress about presenting themselves correctly in a digital setting and then worrying about getting the job and virtual onboarding procedures.
There’s arguably more pressure now for medical sales candidates than ever before.
Help ease the burden by setting applicants up for virtual success. Communicate with them frequently to discuss timelines and virtual tool procedures. When possible, send personalized video messages with instructions to create a deeper, more trusting connection.
Also, send written instructions to ensure they have the necessary steps to easily follow through with your digital tools. Prior to video interviews, let them know how long before the interview they’ll have access to go in and test their computer to ease anxieties about malfunctions during the interview.