In part 2 of our blog series on remote talent assessment strategies, we took a look at the advantages of the virtual recruiting model and the key role it plays in hiring remote agents. Now, in part 3, we examine ways to prepare for an increase in candidate volume when moving to a virtual recruiting model.
There are two recruiting models for remote agent hiring: hub and spoke and virtual.
Hub and spoke means that your agents work at home but live within a convenient drive time of the physical center.
Virtual means that agents can live anywhere.
For hub and spoke, candidate volume is not as large a concern because it will mirror your brick and mortar volume. However, moving to a virtual model requires you to carefully plan the recruitment process and workflow. You should experience an increase in candidate volume with a virtual model which means you need to consider hiring automation. If you stick with a recruiter led interviewing process, your costs will skyrocket, the candidate experience will be poor and, the candidate and recruiter effort will be significant. Whether it is using assessment tests or some other type of filtering, you should plan to automate the front-end of the hiring process.
For a more detailed discussion on talent assessment strategies in the home agent model, view our white paper .