Ok, so campus visits are out now?‍ Or are they back on? ‍ During the COVID-19 pandemic, public health restrictions provided a great excuse for why new grad hiring had to be all remote. Candidates forgave some shortcomings and less-than-ideal experiences. Now, things are changing.‍ To keep up in the changing world, companies need to take the best of the old ways—namely, the focus on human interaction—and leverage the best of technology—speed, flexibility, and cost efficiency—to build a new kind of recruiting funnel.‍ While we recommend all new grad funnels have some in-person elements if possible, you can still build a high quality, fully virtual funnel. Here’s what you need to know.

In-person interviews are a business’ worst (environmental) nightmare. ‍ But what if all those interviews had been in-person? What would be the environmental impact? ‍ It seems so small, but the impact is huge across every candidate and every company. Virtual hiring is not only more efficient for companies (and something many candidates prefer), but it’s also a boon to the environment in a few different ways.

With high volume hiring or mass hiring, it’s a numbers game. However, you’re still dealing with real people who deserve respect regardless of the hiring decision. But that doesn’t mean it’s easy to make a great candidate experience.

Remote Talent LATAM has grown steadily since its founding in 2017, but experienced a surge from 2020-2022. The company had significant inbound interest from candidates and companies alike, but it needed a better interview tool to scale sustainably. Leveraging Willo, Remote Talent LATAM was able to increase revenue 300% without needing additional headcount.

We won the Momentum Award for Summer 2022 plus four other awards from G2, one of the most trusted websites on earth for software reviews. 

Recruiters are burning out at an increasing rate. It’s easy to blame the great resignation and the shift to remote work (then hybrid work) and call it a day. But that’s too easy. The real problem isn’t the challenges we face—those will always come—it’s the processes and systems we have to handle them. In short: we need to upgrade recruiting systems to match the reality we now live in. And an upgraded system includes video interviewing (powered by a purpose-built video interview tool) as part of your recruiting process.

When someone quits, it’s unlikely they will be fully honest about why in an exit interview. Either they are livid but trying to save face or they genuinely care but don’t want to ruffle feathers. In other instances still they are moving on happily and want to keep the relationship positive. Regardless, you won’t get the closure or honest feedback you might be looking for. Instead, use exit interviews as an opportunity to deliver a great last impression and get data you can use to build a business case down the line.

The best business development reps (BDRs) and sales development reps (SDRs) are personable, tenacious, and hungry for success. Usually, the best way to hire them is to engage with them one-on-one to truly assess their capabilities. While this is still critical at later stages of the interview process, it’s too time consuming for high-volume hiring in the early stages. The process becomes a hassle between interview scheduling, test calls, and more. If you’re in growth mode, asynchronous interviews are a key tool in your recruiting box. Here’s how they work and how they empower high volume BDR hiring for all stages of companies.