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Rise of Virtual Tools for Recruitment During COVID-19



Virtual hiring tools for recruitment are at the forefront amid the COVID-19 outbreak.


In the first quarter of 2020, CVS Health, an American healthcare firm, announced a growth of 8% in comparison to its earnings in the same period in 2019. Both its online sales and in-store purchases witnessed a significant spike, no doubt a direct consequence of the coronavirus outbreak.


The need of the hour was to expand the workforce. The solution was to embark on an extensive hiring drive.


The company needed more employees quickly to support its 200,000-odd workforce that was battling the pandemic on the frontlines. The goal was set at 50,000 new hires.


A whopping 1.3 million applicants responded to the launch of this accelerated recruitment initiative.


Age-old recruiting processes – such as applicant tracking systems (ATS) and talent management platforms – were limited in their offerings, catering to personal candidate interactions only. So, as the world was going digital overnight, the answer was to employ innovative approaches in recruitment.


More precisely – state-of-the-art virtual HR tools.


This story mirrors that of many organizations across the globe. In fact, a Gartner poll reported that “86% of organizations incorporated new virtual technology to interview candidates due to the COVID-19 pandemic.”


The scale of the emergency was unthinkable. In a situation where everyone was struggling to stay within the confines of their homes, the enterprises found themselves at an unwanted crossroads.


Virtual recruitment tools are on the rise!


The global outbreak brought economies to a standstill – that’s the first part of the narrative. The impact of COVID-19 is the second. And learning to live with its presence is the unfortunate conclusion.


The realization that the virus wasn’t going anywhere any time soon is possibly the catalyst for bringing about this transformative change in HR technologies.


Modern-day tools allow remote teams to connect and contribute to business continuity.


Why should it be any different for recruitment processes?


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