COVID-19 crisis has forced many companies to implement virtual meetups to slow the spread of the virus. However, a lot of great things have transpired from going virtual, including virtual recruitment.

However, virtual recruitments can go wrong, even if you weren’t aware of it in the first place. Even when you and others in Human Resources aren’t physically there to ensure that new hires are successfully going through the process. Thus, such mistakes can potentially scare new hires away.

But the good news is, we’re here to unveil the 5 common mistakes to avoid during virtual recruitment, and to get the best out of it.

1. Not enough recruiters

Companies believe that recruiters can talk to more candidates during virtual recruiting events than at in-person events, and they won’t need much staff present. However, you can’t have candidates wait too long during virtual recruiting events. Having a few staff at virtual events translates into a poor candidate experience for participating job seekers. So, be sure to plan your event staff based on the number of job seekers who have signed up for it. Follow the good rule of thumb of having one recruiter available for every 10 candidates, so that conversations can move quickly without creating a virtual logjam.

2. No planning

Much like anything else, you can’t go off without a plan. In fact, your odds of reaching success will increase when you have a plan. Whether you are video-chatting with new hires or hosting virtual career fairs, you have to plan ahead of time.

The types of planning that HR must do include:

    • The number of recruiters will participate

    • The interview questions that you plan to

    • Responses to frequently asked questions, AND

    • The follow-up with candidates after the event

By having a plan in place before your virtual recruitment, you’ll get more out of every event you host.

3. Poor IT setup

In addition, the last thing you and HR want is to put on a virtual recruiting event with a poor IT setup – not having the right equipment, not testing your equipment beforehand, and or the recruited not having access to the right tools.

Therefore, plan ahead. Here’s how:

    • Send equipment to the IT department for full setup and activation.

    • Send tested equipment and tools to newbies, so that they can be ready for the virtual event.

    • Create a checklist of the things that newbies might need (i.e. a microphone, a webcam, etc.).

And, if you’d like, you can send recruited talent a tutorial (an email or a video) on how they can set up for recruitment day. Or, you can arrange for an HR advisor to give new hires a call and or email and explain the process to them.

4. Not setting clear expectations

When hiring new team members, you can’t be confident just yet that you’ve brought on the best people to do the job. Be sure to clearly communicate how you expect them to produce and complete work. Since virtual recruitments mean that you won’t have the luxury of regular, face-to-face ‘check-ins’ in the office, it’s important to demonstrate key conversation by outlining your expectations. Plus, send your new hires a recruiting schedule – daily, weekly, etc. – for their first month, so they know they’re expected to produce. Remember: reinforcement comes from constant repetition.

5. No follow-up

Finally, now that a virtual recruiting event is over, what happens next? Following up.

If you’ve done a great job keeping candidates engaged during the virtual recruiting event, then you MUST keep them engaged afterwards, so that that increases your chances at hiring the best talent.

One solution is to use automated tools to do the following things:

    • Ask candidates for feedback on the event

    • Tell (text or email) them about the next steps, and to schedule interviews, AND

    • Let candidates know whether or not they were selected for the job


So, now that you know the biggest mistakes that many employers will make in virtual recruiting, you must avoid them at all costs. By combining the suggested strategies that were discussed in this article, not only will your virtual recruitments be successful, but you’ll also find the right talent and keep them interested in your company.

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Kristin Herman is a writer and editor at Lia Help and OX Essays. She is also a contributing writer for online publications, such as Paper Fellows. As a marketing writer, she blogs about the latest trends in digital marketing and virtual recruitments.