An Effective Guide to Virtual Hiring | Oorwin

Understanding Virtual Hiring and its Best practices to Upscale your Recruiting Process 

Talent in a company has a major role to play in its growth. The rapid growth in technology has enabled companies to connect and hire candidates from around the world. Virtual hiring has become a key part of recruitment strategies for many companies in this day and age. It has helped organizations to save a lot more time and resources. Following a few guidelines, virtual hiring could be carried out smoothly and steadily. 

Virtual hiring is simply the process of finding and hiring new employees through digital means. It’s a way to do everything a recruiter would normally do in a traditional hiring process, but all online. This could include posting job ads, conducting virtual interviews over video call, and even signing offer letters electronically. With the rise of remote work and the pandemic, virtual hiring has become more popular and is a great way for companies to expand their reach and find top talent from anywhere in the world.

5 Primary Tips for Effective Virtual Hiring 

Geographical barriers are not a constraint anymore for tapping the right talent for a 

company. Virtual interviews are quite common these days to connect with potential hires for a company. Here are five key tips to make virtual hiring effective.

Creating Compelling Job Ads 

Advertisements are a great way to gain people’s attention. However, this task is more complex than it sounds to be. It is important to create ads that reach the maximum audience. Here are a few things which must be kept in mind while creating the job ads. 

  • Make it SEO friendly 
  • Tailor it to the company’s needs
  • Form an appealing job description 
  • Include all the attractive points about the organization

Strengthen Company’s Social Media Presence

Social media has never been more powerful than today. It is said that social media is the face of any organization in the modern world. It becomes crucial to maintain an attractive and updated social media. Here are a few tips: 

  • Do a proper trend analysis 
  • Stay updated and keep the company’s social media handles active
  • Post accurate and real information 
  • Take measures to engage the audience

Investing in Virtual Recruitment Platform and Equipments

Using the right virtual recruitment platform is an important part of the hiring process for any company. A virtual recruitment platform helps companies in virtual hiring by providing a digital environment for conducting the recruitment process. It allows for remote communication and collaboration between recruiters, hiring managers, and candidates, making it easier to manage the entire hiring process online. No matter how well-qualified the employee is, the experience of visual hiring will be better with a system. Some other reasons why a good virtual recruitment platform is important for any company are:

  • Improved and efficient virtual hiring 
  • Efficient virtual training 
  • Simplified meetings 
  • Increased engagements 

Widening Search Demographics

It becomes difficult for the targeted audience to find you in such a competitive and cluttered market. One has to understand the search demographics and take measures to widen it. There are five parameters on which demographics are based- gender, occupation, cultural background, and family status. It is important to focus on these parameters to widen the search demographics. It will increase the company’s reach, which will help it to get the most suitable talent. 

Having an Onboarding Infrastructure in Place

A smooth and simplified onboarding process makes virtual hiring easy and efficient for the organization and benefits the candidates. Here is a guide to how a company can maintain an efficient onboarding infrastructure:

  • Maintain an efficient email system 
  •  Check your devices
  •  Check the stability of the internet connection
  •  Inform the candidates about the guidelines well in advance 
  •  Use reliable software to conduct the hiring process 

Advantages of Virtual Hiring

There is a reason why probably every company or any business is opting for the virtual hiring process. Some of the major advantages of virtual hiring, which make it so much popular, include: 

Saves Cost

Virtual hiring is cost-effective. It not only saves the cost of the employers but also is favorable to the pockets of the candidates as they do not have the hassle of moving to the other city for their interviews.  

Flexible Schedule

Another benefit of the virtual hiring process is that the schedule becomes entirely adjustable from both ends. In a physical process, it becomes quite difficult for both interviewer and the candidate to make changes. 

Reduces Time to Fill

 When it comes to the hiring process, it has generally been witnessed that companies look for immediate joiners to save time and resources. The HR department wants to make the hiring process as short and efficient as possible. It is where virtual hiring plays a crucial role. It helps reduce the time to interview and vet the candidates as there is no commutation involved. 

Expands Candidate Pool 

Like any other job interview, the uncertainty that one will crack the interview remains even for international hiring processes. Many candidates tend to miss lucrative opportunities as they are unwilling to travel long distances due to this uncertainty. Besides the distance involved, traveling such long distances can also be expensive. Companies have to let go of exceptional talents joining their team just for a geographical barrier. Virtual interviews can be a game-changer where the recruiter can interview a suitable pool of candidates from any part of the world. 

Disadvantages of Virtual Hiring

Companies have innumerable benefits when they opt for virtual hiring. Still, they are also prone to many challenges when the process is not followed diligently and with sincerity some of the disadvantages are: 

Technology Issues

Technical glitches can ruin a virtual interview. It is important to check whether the devices needed for the interview are working properly. One should also check that the applications through which the interview will be conducted, such as Google Meet or Zoom, are working smoothly or not before the interview. Even after taking drastic precautions, some issues may come up on the interview date.

Can be too Impersonal

One of the most significant ways to show professional behavior in a virtual interview is by sitting in a quiet working environment. But when this environment is not followed, it might get personal and portrays a not-so-good image. Moreover, these distractions might deprive candidates and employers of a better understanding of each other. 

Possibility of Junk Resources 

There are high chances of the candidates manipulating their qualifications or certificates and even their knowledge during a virtual hiring process.

The same thing can happen in the case of companies as well. Since the candidates are not exposed to the company environment, culture, or employees, the chances of fraud tend to be high. 

The Importance of Virtual Hiring Amidst the Changing Work Environment 

It has become crucial for companies to modernize their recruitment processes in this era. It can help an organization in saving time, effort, and money. Even candidates benefit from it as the hiring process becomes more flexible. Besides the various benefits, virtual hiring relies too heavily on technology, and challenges can quickly arise. Taking preventive measures can help to avoid last-minute glitches. That’s why, Oorwin offers almost 100+ integrations to cover all the recruiter needs at one place, sign up for a free 7-day trial today to explore efficiency at its best.

Frequently Asked Questions 

What is a virtual Hiring Process?

Virtual hiring is the recruitment process conducted through online platforms from the remote locations of the candidate and the recruiter.

What are the strategies for effective virtual recruiting?

Three things are required for a virtual interview to take place smoothly: a stable internet connection, a well-lit quiet area, and a tested device. 

How do you organize a virtual hiring event?

One can host a virtual hiring event by sending the candidates an invitation or introducing them to the company’s relevant software for the interview process.

How to Keep Track of Employee Attendance: A Guide

Understanding Employee Attendance Tracking 

Attendance tracking is the method or technique through which organizations can check their employees’ attendance, regularity, and absenteeism. It also tracks the staff members’ working or activity hours. Companies use various methods, software, and applications to maintain an accurate and precise record of their employees. 

Incorporating employee attendance tracking software is vital for contemporary businesses. This technology streamlines the attendance monitoring process, significantly enhancing accuracy and minimizing errors. By automating attendance tracking, it seamlessly integrates with other HR systems, facilitating efficient payroll processing and leave management. This not only saves administrative time but also fosters a transparent and accountable work environment, which is crucial for both employee satisfaction and organizational efficiency.

How to Keep Track of Employee Attendance: Traditional vs. Modern Approach

With the advancement of technology, attendance-tracking methods have also progressed, but traditional methods of tracking attendance are still in use. Some of the widely and most commonly used traditional employee attendance tracking methods are keeping a record in Excel spreadsheets and biometric systems, among others. 

In contrast, modern software-based solutions for tracking employee attendance offer a more robust and error-free approach. Unlike traditional methods, these software solutions automate the entire process, significantly reducing the likelihood of inaccuracies and time theft. Employee attendance tracking software typically features real-time tracking, comprehensive reporting, and integration with other HR systems, making them a more efficient choice for today’s fast-paced business environment. This shift from traditional to modern methods not only streamlines attendance management but also provides detailed insights into employee work patterns, aiding in better workforce planning and management.

Manual Recording: The Traditional Approach

 It is a simple and easy way of recording the employees’ attendance, and it has been followed for many years. However, this method of employee attendance tracking needs to be updated as it has a limited scope. This method is subject to the risk of manipulations.

While manual recording offers simplicity, it falls short of providing the security and efficiency needed in modern workplaces. The risk of human error and manipulation is significantly higher than digital methods. In the current dynamic business landscape, where precision and dependability are crucial, shifting towards more sophisticated methods of attendance tracking, like software solutions, is increasingly becoming a necessity.

Punch Card Systems: A Traditional Approach with Limitations

Punch cards, a classic method for tracking attendance, require employees to physically clock in and out. Though straightforward, this system is susceptible to ‘buddy punching,’ leading to substantial financial losses. Its major drawback is the absence of online monitoring, hindering managers from overseeing attendance, overtime, and wage implications remotely, especially across multiple locations.

While punch cards embody the simplicity of traditional methods, they lack the security and efficiency required for modern workplaces. The higher risk of error and manipulation with punch cards is a significant concern. As businesses evolve, there’s a growing need to adopt more advanced attendance tracking methods, such as digital software solutions.

Excel Spreadsheets: A Step Towards Digitalization

Excel spreadsheets are more effective than manual records. However, there are high chances of the data getting stolen or edited due to the need for more security. Moreover, it is still a time-consuming process to record and maintain spreadsheets. Maintaining spreadsheets for attendance can take a lot of work for large organizations.

Despite being a move towards digitalization, Excel spreadsheets fall short of the efficiency and security requirements of contemporary workplaces. As a result, many businesses are transitioning to specialized employee attendance tracking software. These advanced systems provide stronger security and more efficient data management, aligning better with the needs of today’s fast-paced, data-centric business environments.

Biometrics: A Popular Modern Method

This system is widely used nowadays; almost every organization opts for biometrics as their attendance tracking software. Organizations do it through the employee identity card, fingerprint, or face ID. Despite being a good method for employee attendance tracking, they are prone to breakdowns or dysfunction. 

Biometric systems offer efficiency but can pose operational challenges. To address this, businesses are integrating them with advanced employee attendance tracking software. This combination provides a backup for biometric issues and enhances functionality with features like remote tracking and analytics, meeting the needs of today’s dynamic business environment.

Emergence of Software-Based Attendance Solutions

Contemporary software solutions are transforming employee attendance tracking. Outperforming traditional approaches, they provide real-time monitoring, automated data handling, and smooth integration with HR platforms. Their effective management of employee attendance, combined with superior precision and security, is well-suited for the rapid pace and data-focused nature of today’s business world.

Advantages of Using Employee Attendance Tracking Softwares

Implementing software to track employee attendance brings several key benefits that enhance both management efficiency and workforce productivity. Here are six notable advantages:

  1. Preventing Buddy Punching: Electronic photo verification curbs time theft, ensuring the right person clocks in for each shift.
  2. Monitoring Breaks and Clock-Out Times: Controls unscheduled breaks, maintaining team morale and managing costs.
  3. GPS for Location Accuracy: Tracks employees’ locations during clock-in and out, essential for remote or on-the-road work.
  4. Managing Overtime Costs: Alerts help avoid unnecessary overtime, complying with labor laws and reducing expenses.
  5. Real-Time Attendance Viewing: Offers instant insights into employee presence, aiding in proactive management and performance tracking.
  6. Matching Staffing with Demand: Systematic scheduling informed by real-time data optimizes staffing levels, boosting revenue.

Additionally, attendance tracking plays a crucial role in streamlining organizational workflow:

  • Boosts Productivity: Significantly enhances overall productivity.
  • Prevents False Attendance: Reduces the chances of inaccurate attendance records.
  • Facilitates Payroll Calculations: Simplifies the process of calculating payrolls.
  • Streamlines Workflow: Makes overall workflow more efficient.
  • Reduces HR Team Pressure: Eases the workload on human resources personnel.
  • Advanced Scheduling: Allows for better advance scheduling of work dates.
  • Tracks Employee Performance: Aids in identifying both low and high-performing employees.

Best Employee Attendance Tracking Software

As technology has advanced, various kinds of software have come out that do a much better job than traditional attendance tracking methods. Following are the best attendance tracking software embedded with all the features ideal for keeping a right and accurate track of employee attendance.


Oorwin is an AI-based ecosystem designed to cater to all hiring and recruitment needs. Oorwin aims to improve the productivity and efficiency of recruiters by automating maximum tasks. 

Oorwin’s AI-enabled platform also has features to track employee attendance. With 100+ integrations, Oorwin ensures most of the HR tasks are taken care of with maximum ease and accuracy.

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Here are some pointers about the platform:

  • The software tracks and manages employee information 
  • It transforms talent through reskilling and upskilling using employee competency.
  • It keeps track of the timesheets. 
  • Goals could be created and delivered to the employees, with employees being able to update their progress. 

Find out more about Oorwin’s here.

Time Doctor 

 Time Doctor is another software that has become one of the popular choices for employee attendance tracking. The Time Doctor software comes with options like “start ” and “stop, ” which employees can use when they want to enter a log time. Time Doctor provides real-time productivity analytics to improve performance regardless of where the employee works.

Zoho People

It is also a popular choice among companies to track employee attendance. It has a geo-tracking feature that allows employees to clock in from anywhere. Zoho People’s time and attendance system make employees focus on their productivity while tracking work hours and providing error-free reports.


TimeCamp allows an employer to check the employee’s time records by providing a detailed analysis. It keeps track of data that can help to analyze a particular project’s performance. It comes with one-click clock-in and clock-out features, timesheet approvals, leave reporting, overtime tracking, payroll automation, productivity tracking, budgeting, and invoicing.


Connecteam comes with features such as a one-touch clock in and out, GPS tracking, daily alerts, employee timesheets, and training and onboarding tools, making it a top choice among employee tracking software. It has been built with a focus on non-desk employees so they can access it on any mobile device.


Jibble is high on the popularity list as well. For mobile time tracking, it allows employee GPS time tracking, face recognition attendance, and offline timesheet software. For web time tracking, Jibble enables the option to track time on the browser, edit timesheets and generate advanced reports. 

Elevate Your Attendance Management with Oorwin

Effective attendance tracking software is key for modern businesses, ensuring accuracy, efficiency, and compliance. Adopting Oorwin’s advanced employee attendance tracking software is a significant step towards enhancing workplace efficiency and accuracy. Oorwin’s AI-enabled platform, with comprehensive features for tracking attendance, managing employee information, and integrating various HR tasks, streamlines organizational processes. Embrace Oorwin to transform your HR operations and drive productivity. Discover the capabilities of Oorwin and see the difference it can make in your business.

Frequently Asked Questions

What is the best way to track employee attendance?

The best way to track employee attendance is by following employees’ GPS; whenever the employee clocks in it, record their location. It reduces any chances of manipulation from the employees’ end. 

How does attendance tracking software improve workplace efficiency?

By automating attendance tracking and integrating with other HR systems, such software enhances accuracy, reduces manual errors, and saves administrative time.

What are the solutions to poor attendance? 

Keeping the employees motivated and engaged in the organization is essential. For this, the management should provide a calm and focused environment. They should give periodic hikes and annual awards to keep their employees motivated.

Can Oorwin’s software integrate with existing HR systems?

Yes, Oorwin’s platform is designed for easy integration with a variety of HR systems, ensuring a smooth workflow.

Best Candidate Assessment Methods for the Right Hire in 2023

What are Candidate Assessment Methods

Candidate assessment methods are an essential part of the HR process for any company. These methods allow companies to evaluate the performance and potential of their employees, identify areas for improvement, and provide feedback and support to help employees grow and succeed in their roles. However, with so many different hiring assessment methods available, it can be overwhelming for companies to choose the right ones for their needs. 

What are the Objectives of a Candidate Assessment Method?

Candidate assessment methods used in the hiring process have several key objectives to ensure effective and efficient hiring processes. These objectives include:


Facilitating Unbiased Hiring: The primary goal is to create a fair and unbiased evaluation process that helps identify the most qualified candidates for a given position.


Ensuring a Fair Candidate Experience: It is essential to design assessments that provide candidates with a positive experience, regardless of whether they are ultimately selected. This contributes to a favorable perception of your organization.


Enhancing Efficiency and Cost-Effectiveness: Candidate assessments should streamline the hiring process, saving time and resources by identifying the best-fit candidates more efficiently.


Identifying the Best Hire: The assessments should effectively distinguish top candidates from the applicant pool, making it easier for recruiters and hiring managers to make informed decisions.


Maintaining a Pipeline of Qualified Candidates: A well-structured assessment program should also help you create a pool of qualified candidates for future openings, building a talent pipeline.

Types of Candidate Assessment Methods Used in the Hiring Process

Using the assessment methods in the hiring process needs a good pair of hands who should be both knowledgeable and skillful. Nowadays, these assessment methods are usually conducted using candidate assessment tools. Among the most used assessment methods include –

  • Mental and Physical Ability Tests
  • Achievement Tests
  • Biodata Inventories
  • Personality Inventories
  • Education and experience requirements (including licensing and certification)

Mental and Physical Ability Tests

Mental and physical ability tests are crucial for employers to identify the most qualified and capable candidates for a job. This candidate assessment in the hiring process can help companies make informed decisions about who to hire or promote, ensuring they have the necessary skills and capabilities to succeed. Through these tests, individuals are judged on their eagerness to learn, how to manage their job responsibilities, the labor they can put in, etc.

It is further differentiated into general and specific ability tests, where broader mental abilities like verbal, reasoning, computing, communication, reaction time, mathematical, and written comprehension skills are measured, respectively.

Achievement Tests

Achievement tests, or proficiency tests, are one of the most used candidate assessment methods in the hiring process. They help to measure the candidate’s knowledge, skills, and abilities in a particular subject or area. 

  • Knowledge tests – This is where a candidate is asked to respond to several questions that will determine precisely how aware they are about the job role. They may cover a wide range of topics, depending on the job requirements and the specific skills and knowledge needed to succeed in the role.
  • Performance tests – A candidate will be given a task to solve. For example, if an organization hires a computer mechanic, he will be asked to sort out a malfunctioned computer.

Biodata Inventories

These are standard questionnaires to determine individuals’ biographical information, including their education, work experience, skills, etc. 

Often, organizations need help executing this method as some candidates can put the wrong information regarding them in the questionnaire In that case, resumes and internal consistency checks can help the organization verify. 

Biodata inventories are often combined with other assessment methods used in the hiring process, such as interviews, aptitude tests, and personality tests, to understand an individual’s strengths and limitations comprehensively.

Personality Inventories

Personality inventories come among the unique candidate assessment methods. This hiring assessment method involves measuring an individual’s personality traits or characteristics that will make them an excellent hire for the organization. 

Some common features measured in personality inventories include self-confidence, motivation, and how fast they can get comfortable with the working environment. These psychological attributes greatly matter. A person with good knowledge and skill can deliver even better if the motivation or self-confidence is higher.

Education and experience requirements (including licensing and certification)

Education and experience requirements are among the most distinguished hiring assessment methods to evaluate a candidate’s potential for success in a particular job or role. When a company posts for a job, they mention that candidates with a specific degree are eligible to apply or individuals with certain areas of expertise or skills are suitable for the job. 

Suppose a company is looking for a news editor. In that case, it may advertise that people with a degree in media or relevant experience working as an editor in a newsroom will be considered.

Popular Candidate Self-Assessment Methods

In addition to the assessment methods used in the hiring process, as discussed above, some self-assessment methods are also popular among employees, employers, and organizations. 

Self-assessment primarily helps self-evaluate, and it can determine whether a person wants to work in a particular company or whether the requirements of both sides match. Here are the following ways to avail –

Work-Related Values

Work-related values are values an individual believes are essential on a personal level. It can include flexible hours, job security, autonomy, and a balance between private life and work. 

These assessment values will help an individual understand whether he wants to work in that place, making the process one of the best assessment methods used in the hiring process.


The interests of candidates will help determine how well they will fit in a particular company. For example, a sports person might need to improve in an educational organization, or a computer engineer may be best suited to work in a software company. 

Personality Types

Employers look for specific personality types that suit best for their companies. These are primarily a person’s needs, attitudes, professionalism, etc. An individual’s personality can significantly determine if he can adapt to a particular type of work or the work environment.


The ability factor is always considered when screening candidates by these assessment methods used in the hiring process. A person’s abilities will justify whether they are fit for the job. Though people can also master various skills and abilities through practice and training, the ability test evaluates the candidate’s learnability.

Benefits of Self-Assessment Methods

Self-assessment methods used in the hiring process are unique and give effective results. Some of the benefits that these techniques can administer are –

  1. It gets easier for employers to assess as they get a clearer picture of the employees.
  2. Candidates exchange productive discussions with staff, who get involved in their evaluation.
  3. It helps employees understand their strengths and weaknesses, and they can groom themselves accordingly.
  4. Self-assessment methods can help mitigate unconscious bias in the hiring process.
  5. Self reflection helps in the learning process. A study by Harvard shows learning and reflection are closely linked, having effects of one on the other.

Harnessing the Power of Candidate Assessment Tools

Candidate assessment tools are revolutionizing the recruitment process. These digital platforms provide an objective analysis of a candidate’s skills, personality, and suitability for a role. They can include psychometric tests, skill-based assessments, and even AI-driven interview analytics. By using these tools, companies can streamline their hiring process, reduce bias, and select the most qualified candidates for their team.

Some of the popular Candidate assessment tools in 2023 are 


  • Harver: Harver is a well-known candidate assessment tool that specializes in predictive analytics for talent acquisition. It combines candidate assessments, video interviews, and other tools to build a comprehensive candidate profile. 
  • Hire Success: Hire Success offers pre-employment tests that measure cognitive abilities, personality traits, and skills. 
  • iMocha: iMocha is a versatile talent assessment tool that covers a wide range of skills, from coding and technical skills to language proficiency and soft skills.
  • Vervoe: Vervoe’s platform integrates skills assessments and practical tasks that simulate real job situations, providing recruiters with valuable insights into a candidate’s abilities for more precise evaluation.
  • Testlify: Testlify simplifies technical hiring by providing coding assessments and challenges. Its collection of coding tests spans various programming languages and frameworks, allowing recruiters to assess a candidate’s coding proficiency accurately.


The good news is you can access Testlify within Oorwin platform only with the new integration. As an AI-enabled platform designed solely to ensure recruiter ease and maximum talent engagement, 

Oorwin also offers some other candidate assessment tools. Know more about the integrations here. Book a free demo to explore assessment tools and many other integrations in oorwin.

Frequently Asked Questions

What are the standard methods that are used when hiring new employees?

Some standard methods used while hiring new employees are – direct advertisement, promotion, transfers, boomerang employees, candidate assessment tools, etc.

Why is employee performance assessment important?

Performance assessment helps in evaluating the employees with accuracy. It assists employers in finding quality candidates that can be best suitable for their organization. These evaluations are objective and based on real-time data; hence, they are highly trustable.

How do you make an employee assessment?

To make an employee assessment, employers generally review the job description of the employees, highlight their areas of improvement, compare their strengths and weaknesses, and recommend actions to take accordingly.

An Essential Guide: High Volume Hiring for Your Organization

What Is High-volume Hiring

High-volume hiring, also known as high volume recruitment refers to the process of bulk hiring in a set time. Typically, employers conduct high-volume recruitment to support quick business growth or staff a new department. Besides, seasonal drives or graduate recruitment may also call for high-volume hiring. 

As per research, 73% of giant organizations choose this form of hiring, and often high-volume hiring calls for a different hiring strategy and approach than conventional small-scale recruitment.


Benefits of High-Volume Recruiting

High-volume recruiting offers significant advantages for companies seeking to efficiently find the workforce needed to accomplish a substantial amount of work. By quickly attracting many potential candidates, the company can expedite essential tasks and enhance its earnings. By developing an effective recruitment strategy, the company can identify high-quality candidates likely to remain dedicated to the organization for an extended period. High-volume recruiting is a time-saving and efficient approach for companies aiming to propel their operations forward.


High-Volume Hiring in Diverse Industries

Each industry’s high-volume recruiting strategy revolves around understanding the unique demands and characteristics of its workforce needs. Tailoring recruitment efforts accordingly ensures that organizations in diverse sectors can attract and retain top talent efficiently, contributing to their overall success.


In retail, high-volume hiring strategies revolve around seasonal fluctuations. Retailers adopt flexible hiring plans to efficiently onboard temporary staff during busy periods. Rapid onboarding ensures new hires can contribute to meeting customer demands. Hiring candidates with exceptional communication and customer service skills is a priority.


In the hospitality industry, high-volume hiring focuses on cultural fit and soft skills to deliver exceptional guest experiences. Robust training programs are invested in to upskill and retain talent due to the industry’s turnover. Accommodating various shifts and flexible scheduling is crucial to efficiently managing high-volume hiring during peak hours.

Customer Service

Customer service high-volume hiring involves multichannel recruitment, utilizing online platforms, job fairs, and employee referrals to attract diverse talent. Adopting applicant tracking systems and AI-powered tools streamlines screening and interviews, enhancing hiring efficiency. Assessing problem-solving skills is crucial, as customer service roles demand individuals adept at handling customer inquiries effectively.


High-volume Hiring Challenges

High-volume hiring can be challenging because of the number of roles hiring managers need to fill. Some common challenges that most organizations encounter when conducting volume hiring include the following:


Usually, HR managers need help contacting qualified candidates and searching for suitable job roles. For instance, when they declare a job opening on their official website, they need to retrieve the data of the candidates that use other channels for searching for jobs. 

To overcome this challenge, hiring managers must develop a multi-channel recruitment strategy. It will help them to connect with job seekers across platforms. The hiring managers can use sourcing channels like job boards, social media, referrals, job marketplaces, classified ads, etc. 

Time and Scheduling

HR managers may need help managing time and schedule efficiently when carrying out high-volume recruiting. While the front-level HR team completes the screening process and interviews, operation managers typically interview the candidates and make the final selection. 

Scheduling time in a manner that fits well for the hiring members and candidates may take time to complete numerous interviews in a stipulated timeline. Hiring managers can combat this challenge by automating the entire scheduling and leveraging an integrated tool. 

A comprehensive automation system may help recruiters wrap up things quicker. Besides reducing the span to hire candidates, incorporating advanced technology into the hiring strategy may help reduce marketing expenses, achieve a better quality of candidates, and improve candidate communication.  


A result-driven hiring strategy should always focus on diversity. The diversity horizon should be widespread – everything must be sorted from the hiring team and candidate pool to the sourcing channel. However, most employers need help achieving diversity within a stipulated timeline. To overcome this challenge, recruiters turn to different hiring platforms as they allow access to different demographics. 


Organizing is crucial when employers screen numerous candidates. However, in most cases, recruitment officials collect applications via email and store them in the drive. It may lead to a solid mess. Instead, employers should centralize applications and communication to keep things organized. Companies may also consider an applicant tracking system to keep hiring data streamlined and accessible.


6 High-Volume Recruitment Strategies You Can Use in 2023

For effective bulk hiring, organizations can follow high-volume recruiting best practices. They may include the following. 

Automate Manual Processes and Tasks

Bulk hiring can be tedious, but technology can act as a boon to ease it. Recent data claims that approximately 55% of HR professionals have turned to technology in 2022, and 49% believe that automation may help reduce biases. Automation allows recruiters to wrap up the job quickly and efficiently. Leveraging automation, employers can streamline different recruiting jobs, and besides high-volume recruitment, organizations can use it for regular hiring. 

Leverage Data and Analytics 

Employers can leverage hiring data and recruiting matrix when conducting high-volume hiring. Besides helping organizations optimize the hiring process, analytics, and data allow them to figure out areas of improvement. When checking out recruiting analytics, recruiters should consider data points, including candidate diversity, sourcing effectiveness, conversion rate, etc. 

Talent Rediscovery and Returnship

Organizations can check out their old database and find candidates who have appeared for the interview before but couldn’t crack the job. This process is called talent rediscovery. Besides, recruiters can leverage returnship by reaching out to employees not associated with the organization but open to returning. 

Develop a Candidate-First Application Process

Candidates often avoid a job application form that takes way longer to complete. Developing a well-managed and candidate-centric application process guarantees a fine-tuned interview experience. Moreover, it allows organizations to seamlessly hire at a large scale without overlooking the interest of suitable applicants. 

Take Advantage of Networks

Organizations can use their networks to retain suitable candidates. For example, organizations can request their Twitter or LinkedIn connections to share their job posting on their networks. Slack channels or other online communities can also be used, but organizations must consider the branding aspect.


Being Mindful of Hiring Bias

Hiring bias often results in overlooking qualified candidates or considering unsuitable ones. While automated platforms aim to reduce discrimination, they can inadvertently replicate human prejudices. Ensuring a fair recruiting process involves training hiring managers and interviewers to recognize and avoid bias, implementing a standardized interview protocol, practicing blind hiring to omit irrelevant information, relying on assessments and data-driven evidence, and promoting transparency with clear communication to candidates about the process and criteria.


How Can Automation Help With High-Volume Hiring

When organizations leverage automation for setting up high-volume recruitment strategies, they can efficiently reduce the hiring time. Besides, recruiters can organize the entire process efficiently and flexibly. Leveraging automation, recruiters can manage email communications, schedule interviews, evaluate scorecards, and collaborate reports seamlessly. 

With Oorwin’s efficient AI-enabled talent acquisition platform, organizations can source and hire talent smartly and rapidly.


Frequently Asked Questions

What Do You Mean by Volume Hiring?

Volume hiring refers to hiring numerous candidates in a short span. Usually, companies conduct volume hiring to facilitate business growth, fulfill seasonal drives, graduate recruitments, etc. 

What Is Considered High Volume in Recruiting?

When an organization hires thousands of candidates quickly, it is considered high-volume in recruiting.

Video Interviews- Everything HR Needs to Know

What is a Video Screening Interview 

A video Interview or a video screening interview is an interview arrangement conducted remotely in a virtual setting using technology to communicate between the two parties. They are cost-effective both for the candidate and the company.

The interviews are designed to conduct video screening of candidates, which is far superior to simply looking at a CV since it lets the candidates’ personalities and communication skills shine. These are especially effective in assessing individuals for occupations in which excellent communication skills or the capacity to create rapport are essential.

HR professionals planning to use video interviews in their recruitment process should equip themselves with video interview software and essential equipment. A computer’s built-in microphone, camera, and speakers are typically sufficient. Selecting a suitable location for conducting video interviews is crucial, preferably a quiet room free from distractions. 

Additionally, it’s beneficial to develop a straightforward guide on setting up a video interview, including basic technical steps and tips, to be shared with candidates and interviewers.

Types Of Video Screening 

Video interviews primarily come in two forms: one-way and two-way interviews. There’s also a related sub-category known as the video resume or application. While not an interview in the traditional sense, it is a form of video-based assessment. Let’s delve deeper into these various types of video interviews.

Two-way Video Interview

The two-way video interview, often called a live or synchronous video interview, is the most prevalent form of video interviewing. In this format, the candidate and the interviewer join the same video call and conduct the interview simultaneously, enabling real-time interaction regardless of location.

One-way Video Screening Interview

A one-way video interview involves candidates recording responses to pre-set questions without a live interviewer present. This format allows candidates to submit their interviews conveniently and interviewers to review the recordings later. It’s particularly useful for initial screening, offering flexibility for both parties and enabling a more efficient review process for the hiring team.

Video Application

In this video assessment approach, candidates must provide a brief introduction for screening purposes. Similar to pre-recorded interviews, employers prompt candidates to respond to a specific question or demonstrate their skills within a concise video, typically lasting one to two minutes.

Advantages of Video Screening Interview

Companies conduct video interviews to streamline the hiring process Let’s see in more detail how video interviews can help you improve your hiring process-

  • Reducing Time to Hire: Video interviews, either live or recorded, save significant time by eliminating the need for in-person greetings, coffee breaks, and post-interview formalities. Conducting multiple interviews from one’s desk speeds up the hiring process, particularly for large-scale recruitment efforts. Video interviews are also crucial during situations like the COVID-19 crisis, offering a viable alternative to face-to-face meetings.


  • Cost-Effective Hiring: Quicker hiring processes translate into cost savings by reducing the time a position remains vacant. Screening candidates through video interviews allows for faster progression to subsequent hiring stages, saving money in the long term.


  • Streamlining Candidate Screening: Video interview software enables automated screening, which is especially useful for multiple openings or secondary hiring tasks. This automation allows for a more focused allocation of resources to crucial stages of the hiring process.


  • Reducing Bias: Video interviews, particularly one-way formats, help minimize biases by standardizing questions and focusing on candidates’ responses rather than unrelated small talk.


  • Team Collaboration in Hiring: Recorded interviews allow the entire hiring team to access, review, and discuss candidate performances, leading to more informed and unified hiring decisions.


  • Enhancing Hiring Quality: Video interviews add depth to the screening process, enabling early identification of potential issues or strengths, thus improving the overall quality of hires and reducing the likelihood of costly hiring mistakes.


  • Global Talent Access: Video interviews break geographical barriers, including remote or relocating candidates and accommodating different time zones, expanding the talent pool.


  • Improving Candidate Experience: One-way video interviews offer candidates preparation time, reducing stress and enabling them to present their best selves and have a better candidate experience, ultimately leading to more objective assessments by hiring managers.


How to Use Video Screening Interview for Hiring

Video screening interviews can bridge geographic constraints, reduce costs, and speed up the interview process. Though video interviews are convenient, certain things must be kept in mind to smooth the process. Let’s discuss some of them:

Plan the Process

It is crucial to plan the video interview to avoid any glitches on the execution day. Every virtual task is subject to uncertainties, but it could be reduced to an acceptable level when carried out with proper planning and strategy.

Specific profiles require you to submit additional work samples or complete an assignment. Several steps must often be completed before successfully conducting a video screening interview. All the details must be communicated to the candidates on time to show the interview process properly.

Testing Interviewing Equipment

A video interview relies on various factors like internet connection, software, and audio. Things can go wrong and derail the interview if any of the elements work differently than they are intended to. It is essential to check the speaker, webcam, and internet connection before the interview to ensure a smooth interview process.

The company must provide all the information before video screening the candidates before the interview to test out the software themselves. One can go the extra mile and conduct a few mock sessions with team members to ensure everyone knows how to set up a meeting, mute themselves, and share the screen during an interview.

Craft Relevant Questions

Conducting a video interview also includes preparing relevant questions and a proper setup. These questions need to be designed to test if the candidate is fit for the applied designation, their character, and whether they can fulfill the company’s expectations. They should be linked with the candidate’s resume, asking about their experiences and expectations.

Scheduling and Notifying Candidates as Early as Possible

A candidate is already nervous while appearing for a video screening interview. Nobody likes last-minute confusion about rules and regulations to be followed for an interview. It is vital to keep the candidates well updated in advance so they can get enough time to prepare for the video job interview. The candidate should be informed about all the essential rules and regulations to be followed on the video interview much before the interview to make them adequately prepared. It is advised to update the candidates at least three days before their scheduled date to ensure everything is clear.

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Choose a Decent, Well-lit interviewing space

The conversation is best executed when there is eye contact between the two parties. It helps engage more and gives an in-person feeling to a video interview. Interviewing in a room with proper lighting and no disturbance makes a huge difference. It not only leaves a professional impression but also ensures a better conversation.

Use Pre-recorded Video Interview

Pre-recorded interviews are typically used to rapidly and effectively screen many job applications and serve as a pre-screening step before inviting prospects to an in-person interview. Candidates who accept an invitation to participate in a pre-recorded interview might expect the hiring manager to see their video immediately. Pre-recorded interviews have several advantages. Pre-recorded interviews are unplanned and can be conducted whenever it is most convenient for the candidate, unlike in-person or video job interviews.

As with all interview styles, individuals who take the time to conduct their research will ultimately benefit. The pre-recorded interview questions should be answered like any other interview question. In addition to demonstrating their familiarity with the business and sector, they should tie their talents to the ideal job description. Candidates should plan ahead and take advantage of the chance to highlight their background, interests, and personality.

Set up the Feedback Process

When the entire process of the video job interview is executed correctly, the next step will be to provide feedback to the candidates. Giving feedback is as important as the interview itself.

Providing feedback conveys to the candidate that the company is concerned about them and values them. It increases their association with the organization they are about to join. Similarly, one should provide input on how to work on their shortcomings and perform better in the future.

Tips to Remember while Conducting Video Interviews

When it’s time to begin the discussion, follow these tips to guarantee that your video interview is conducted in a professional and effective manner.


  • Mind Your Body Language: Approach video interviews as you would in-person ones. Your nonverbal communication and tone of voice are key. Maintain eye contact, sit upright, nod to show engagement, and remember to smile.


  • Dress Professionally: Despite working remotely, dress as you would in the office to convey professionalism and give candidates a sense of your company culture.


  • Showcase Company Culture: Since candidates can’t physically experience your workplace, actively share your company’s values, mission, and anecdotes about team dynamics during the interview.


  • Be Empathetic and Understanding: Minimize distractions and show understanding for any interruptions that may occur on either end.


  • Maintain Consistent Questioning: Ask the same questions to all candidates for fairness and to make comparative evaluations easier.


  • Develop a Contingency Plan: Have alternative interview methods ready in case of technical issues, such as phone calls or rescheduling.


  • Eliminate Distractions: Silence your phone and disable notification sounds to avoid interruptions and show respect for the candidate’s time.


  • Log In Early: Join the video interview a few minutes before schedule to be punctual and assure candidates of meeting details.

Conduct Video Interviews with Oorwin

Managing volume hiring and recruitment can be tedious for an organization. That is where Oorwin, an AI-enabled platform with 100+ integrations, comes into the picture. Oorwin has in-built video interview screening applications such as Jobma, Zoom, Otomeyt, and others, ensuring a smooth and efficient candidate screening journey.

Evaluate for yourself with our free demo; you can book here.

Frequently Asked Questions

What does video screening mean?

A video screening interview helps candidates to demonstrate their qualifications in a virtual setting, which allows interviewers to assess them. It is just a tiny portion of the overall pre-employment screening procedure.

What are the two types of virtual interviews?

The two types of virtual interviews are live and pre-recorded. The live ones are the most preferred as they are the best alternative to the in-person interviews.

How can video interviews improve hiring?

The in-person interviews get hectic and unorganized sometimes due to the number of applicants. Video interviews eliminate this confusion as each shortlisted candidate is given a pre-decided time slot. It leads to better execution.