In light of the COVID-19 pandemic, many employers have shifted to a remote workforce—and in turn, the staffing industry has had to pivot as well, implementing remote recruiting, hiring, and onboarding strategies. While some employees have now returned to the office, many are continuing to work remotely, and will for the foreseeable future. And with employers and employees finding that a remote work strategy can be just as effective, while saving costs for employers and providing a better work-life balance for employees, remote work is definitely here to stay on a larger scale than ever before. So what does this mean for the staffing industry?

After a year of virtual recruiting, hiring, and onboarding, it’s safe to say that being able to handle every part of the recruiting process virtually is now a necessity for staffing firms. Even when in-person meetings resume, the new virtual workplace has opened up opportunities for remote candidates to apply for jobs anywhere – on a greater scale than before the pandemic. Having the tools and technology in place to engage candidates through every step of the process will be crucial for staffing firms moving forward.

Below are 5 key considerations for staffing firms managing their virtual processes:

• Applicant Tracking System (ATS)
  A reliable, cloud-based ATS can help you electronically collect, organize and track candidates throughout all stages of the recruiting process. It also provides your staff, your clients, and job applicants with instant access to shared data, increasing the efficiency of the hiring process.
  
  
• Video Capabilities
  The “human element” is a big part of recruiting, and one that is even more important in a virtual environment. If you haven’t conducted video interviews with candidates in the past, now is a great time to invest in, and start using, a reliable video meeting platform.
  
  
• Text and Chat Capabilities
  Today’s job candidates are more open to alternative means of communication, allowing you to connect with candidates wherever they are.
  
  
• Remote Onboarding
  Even after the pandemic, more jobs will be fully or partially remote, so it will be important to have a remote onboarding process nailed down. Be sure to consider a system for securely sharing documents with new hires.
  
  
• Soft Skills
  With more professionals working from home than ever before, job descriptions should be more reflective of the ideal work-from-home candidate. Desirable soft skills include the ability to work independently; proactively communicate; utilize video and digital communication tools; and those who describe themselves as a “self-starter” or “self-motivated”.

For staffing firms, the increase in remote work will present opportunities to service new clients in new geographies. However, this will also open the door to new competitors, who may now be able to challenge a staffing firm’s existing book of business. By taking advantage of new tools and technologies, staffing firms can be well prepared to service their clients in an environment that will remain highly virtual.

If you have questions about virtual recruiting and other best practices for staffing firms, leave a comment below, or feel free to contact me directly, I am happy to help.