In this helpful 'how to' guide, you will learn: How to plan your virtual strategy How to attract and engage top tier talent How to manage the virtual hiring process What changes to make when virtually hiring How to avoid losing top talent to your competitors How to improve the success and retention of your new hires

1. HOW TO
CREATE A
SUCCESSFUL
VIRTUAL
HIRING
STRATEGY
Douglas Jackson
sourcing and supporting
exceptional talent.
Creating a successful virtual
hiring strategy that attracts
and secures top talent.

2. Douglas Jackson Sourcing Exceptional Talent
Page 02
"Change is the only constant in life"
Hercalitus...
Although written many years ago (500 years
BC), recent events have certainly accelerated
change like we have never experienced
before.
The Japanese symbol for crisis, also has the
meaning for opportunity. Today presents a
significant opportunity for those HR
Directors and customer led leaders to raise
to the challenge and start hiring top talent.
Is your Virtual Hiring Strategy ready, able
and good enough to secure top tier talent
ahead of your competition?
How to plan your virtual
strategy
How to attract and engage top
tier talent
How to manage the virtual
hiring process
What changes to make when
virtually hiring
How to avoid losing top talent
to your competitors
How to improve the success
and retention of your new
hires
CHANGE IS THE ONLY
CONSTANT IN LIFE...
Virtual Hiring
IN THIS HELPFUL
'HOW TO' GUIDE YOU
WILL LEARN:

3. Douglas Jackson Sourcing Exceptional Talent
Page 03
WHAT DOES YOUR
SUCCESSFUL HIRE LOOK
LIKE?
Customer Satisfaction Increase by
25%
Employee Engagement will be up
10%
Realising efficiencies of
15%
Delivering increased sales of
3.5%
Completion of transformation
projects
75%
How successful has my new hire
been
100%
PLAN FOR SUCCESS
Virtual hiring strategy
What have they achieved?
What have they saved?
What have they made
happen?
How do your customers
now feel?
How do your employees
feel?
How do you feel?
Before approaching your
virtual hiring strategy, lets look
to 12 months from today.
Visualise the individual you
have successfully hired.
What will they have done for
you, your business, your sales,
your service, your teams...?

4. Douglas Jackson Sourcing Exceptional Talent
Page 04
ATTRACT AND
ENGAGE TOP TALENT
Top talent is attracted far more to
a challenge, a shared vision and
purpose
Writing and communicating these
elements is far more important
than a list of duties and
responsibilities
Joining an innovative, charismatic,
agile, ambitious team or business is
more important to top talent than
your size or scale
How do you help your talent grow,
develop and become what they
want to be?
Dare to be different, don't look, or
feel like all the other job adverts
Where is your future hire right now?
How can you best attract their
interest and drive engagement?
Why would
someone apply
for your role...
Do they want
any job or, do
they really want
your job?

5. Douglas Jackson Sourcing Exceptional Talent
Page 05
MANAGE THE VIRTUAL
HIRING PROCESS AND
CHANGES YOU SHOULD
MAKE
If you want to hire the best, the top 1% of talent available in the market,
you have to take apart your current, more traditional recruitment
process
Find your platform of choice, there are plenty to choose from; Zoom,
MS Teams, Google Meet, Whatsapp, Messenger, Skype for Business
What does your brand profile look and say online? Many applicants will
look to do additional research via Glassdoor, Trustpilot, Google Reviews
etc. Does it present the same image and purpose?
How you make your prospective new hire feel and how you engage,
communicate and act, shows them what it will be like working for your
business
Virtual hiring, including the innovative tools and techniques you have
available to you will set you and your business apart from your
competition
Plan and communicate every stage and set timelines so both your and
your applicants know when and what happens next
Rather than a job description, how about a 10 minute video from the
hiring Director laying out the challenges and opportunities for the role,
or about life at your company?
Instead of a CV, why not ask for a 10 minute introductory video in
return to tell you why they are a great prospective hire for you?
Use breakout rooms to enable a more interactive experience, meet
mutual hiring managers, 'meet the team', have a virtual tour, or
presentation

6. Douglas Jackson Sourcing Exceptional Talent
Page 06
Throughout the process, monitor your applicants behaviours, not just
virtually but how they respond to your requests; are they timely,
professional, interested, curious
Test, test, test! Test your own technology. Make sure those involved in
the virtual process are able to use the tools and are comfortable online
so that they set a great example of your business and opportunity
Set tasks; a presentation, or opportunity to tackle a problem you may
currently be facing in your business, or a presentation on something
important to themselves so you can get to know more about them,
whilst assessing their style, communication etc
Get to know them, take time out to understand their motivations, their
lifestyle, what makes them happy, what are their aspirations
Use job profiling and behavioural assessments to help develop your
interview questions and approach, make it individual to each applicant
A cautionary note...your approach may be, lets hope it is, very different to
the traditional and 'all the rest'. This does mean that it will likely be new for
your potential applicants as well. Some may not be comfortable talking to a
computer or phone for an introductory video, or going through a
completely automated digital interaction. In the past we have seen many
excellent candidates been lost or disengaged by a poorly designed, poorly
communicated process. Make sure your HR team and recruitment partners
are well versed to help your applicants succeed!
MANAGE THE VIRTUAL
HIRING PROCESS AND
CHANGES YOU SHOULD
MAKE CONT'D

7. Douglas Jackson Sourcing Exceptional Talent
Page 07
AVOID LOSING TOP
TALENT TO YOUR
COMPETITORS
Engagement
Innovation
Communication
Creativity
Purpose
Even when organisations are
restructuring, or making redundancies,
they are often hiring in other areas.
They are creating new roles, which
require individuals with more skills or
experience.
As you look to the future and develop
new innovative strategies; flexible and
home working, digital transformation,
omnichannel customer experience,
employee engagement, customer
satisfaction , automation, improved
data, planning, insight or analytics.
Your competitors are doing the same.
It's not just your competition. The
technology and outsource vendors are
also looking to hire the best for their
clients, the professional service and
management consulting firms too.
The top 1% of talent are highly sought
after. They are individuals who get
things done, they achieve, they make
money, they save money, they win
awards.
If you ask many of your
leaders or employees
today, many of them will
have re evaluated their
future priorities in recent
months.
Top talent have too and
they will be searching for
the businesses that offer
this, who are ahead of the
game, or, willing to change.
Salary, corporate benefits
and onsite facilities are less
important today vs a
shared purpose, challenge
and creative environment.
The right proposition will
ensure the best talent is
attracted to your business
and not that of your
competition.

8. Douglas Jackson Sourcing Exceptional Talent
Page 08
IMPROVE THE
SUCCESS AND
RETENTION OF YOUR
NEW HIRES
The reason people leave,
or do not work out is due
to their behaviours
The cost of bad hire is significant to
your business, not just the time and
initial costs incurred, the commercial
downtime, productivity, impact on
morale, lost business and much more.
Job and behavioural profiling offer an
invaluable tool.
You can identify the key behaviours,
not just the skills and experience
required.
Using behavioural assessments in
conjunction with in-depth job analysis
delivers extraordinary results which
substantially improve the success and
retention of your new hires.
Giving you additional confidence
through a virtual interview process
and a valuable development tool
when you onboard your new hire.
Take the guesswork out of your
recruitment
Have you hired
someone with
all the right
skills who did
not deliver on
performance?

9. Douglas Jackson Sourcing Exceptional Talent
Page 09
Virtual Hiring offers an
innovative, flexible recruitment
solution.
Secure top talent.
Save time and money.
We hope this 'how to' guide has
helped you with some tips and
advice.
If you need any further help, then
schedule a free no obligation 15
minute audit.
VIRTUAL HIRING
An innovative, creative and
flexible solution.
Are you ready?
Schedule a free 15 minute
recruitment audit