Virtual Everything
Resume Writers’ Ink is best known for igniting careers through one-on-one engagement and genuine care for our clients’ careers. We create, write, and personally brand executives and professionals highlighting their most coveted accomplishments. Our career coaching and behavioral assessment services catapult clients from baseline to achievement-focused.
As we re-enter our workplaces, it’s no secret a vast majority of professionals are less than enthusiastic to leave their homes. We’ve learned that working-from-home creates cost savings for both companies and employees while increasing productivity and efficiency.
Through it all, the ongoing debate will continue to play out on social media platforms such as LinkedIn, with daily polls asking “What percentage of time do you want to work-from-home vs. working in the corporate office”?
Today’s blog isn’t about where to work or how much time would you prefer to work from home, rather, it is about increased efficiency in working from home for HR, recruiters, and hiring managers, specifically focusing on virtual networking and virtual interviewing.
“Virtual everything” is now commonplace. We have virtual interviews, virtual networking, virtual terminations, virtual happy hours, virtual disciplinary sessions, and virtual employee assistance program support.
Having had the opportunity to create a virtual networking and virtual interviewing framework for a global brand, I’ve seen the benefits of incorporating this technology into both the private and public sectors of human resources.
Both virtual networking and virtual interviewing saves times, money, and offer an authentic experience for those involved. With millions forced to quarantine across the globe and continue to operate their corporate or private sector responsibilities, we’ve learned to do more across electronic devices than previously imagined.
While service industries, public safety officials, and essential workers were required to mask-up and work together, the people behind the scenes were exempt from performing their daily duties in-person, specifically HR, recruiters, and hiring managers. For many, networking and hiring continued for many positions ranging from hourly supervisory to executives.
Virtual networking became a lifesaver to lead talent into new options to stay connected while exploring future opportunities. Group networking and group interviewing became an easy-to-execute option!
Being able to view a future talent pool via a Brady Bunch screen became interesting. For HR, recruiters, and hiring managers, interfacing with talent in group virtual sessions shined a light on new skills that are now in demand.
Virtual networking became a lifesaver to lead talent into new options to stay connected while exploring future opportunities.
TINA KASHLAK NICOLAI
Here’s an example…
Prior to 2020, meeting in-person meant being evaluated on first impressions including but not limited to eye-contact, handshakes, body language, and head-to-toe attire. Verbal communication was certainly considered as well. What we hadn’t considered prior to 2020 was how well did a person connect in a hybrid virtual situation. People were either hiding behind social media or standing in front of us in-person, but rarely interacting like a news anchor, from the waist up, on camera.
As a result, new competencies were discovered to be critical and required by talent. How well people show up on camera, in meetings, and under “virtual” pressure are becoming commonplace.
Please join me next month in this two-part series as we explore these candidate competencies. We will also take a closer look at the competencies required to conduct the assessing of talent, now required by HR, recruiters, and hiring managers. It’s a two-way street in our evolving “virtual everything”.
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