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Discover 5 Traits Recruiters Uncover via Virtual Recruitment Events

By: Chris Guzek

Virtual recruitment events provide an excellent platform to identify and assess the traits outlined in the article. Here’s how such events can be leveraged to evaluate each trait effectively:

1. Entrepreneurial Mindset:

  • Pitch Sessions: Host virtual pitch sessions where candidates present their ideas or projects to a panel of recruiters or industry experts. Evaluate their confidence, persuasion skills, and willingness to take calculated risks in advocating for their proposals.

2. Curiosity:

  • Virtual Networking Events: Arrange virtual networking sessions or industry-specific webinars where candidates can engage with recruiters, industry professionals, and fellow job seekers. Observe candidates’ curiosity and willingness to ask insightful questions, share ideas, and explore new opportunities during these interactive sessions.
  • Virtual Informational Interviews: Offer candidates the opportunity to schedule virtual informational interviews with employees or alumni from the organization. You can encourage candidates to ask about the company culture, industry trends, and potential career paths, showing their curiosity and proactive approach to gathering information.

3. Leading from Where They Are:

  • Virtual Team Projects: Facilitate virtual team projects or simulations where candidates collaborate remotely to achieve common objectives. Assess their leadership potential by observing how they delegate tasks, foster teamwork, and drive consensus among team members from different backgrounds and locations.
  • Panel Discussions: Invite candidates to participate in virtual panel discussions or roundtable sessions on relevant industry topics. Evaluate their ability to articulate their viewpoints, influence others, and contribute meaningfully to group discussions, showcasing their leadership skills in a virtual forum.

4. Self-awareness:

  • Virtual Assessment Centers: Conduct virtual assessment centers or role-playing exercises that simulate typical work scenarios. Observe candidates’ self-awareness and emotional intelligence as they navigate challenging situations, receive feedback, and adapt their approach accordingly in a virtual environment.
  • Behavioral Interviews: Use virtual behavioral interviews to probe candidates’ self-awareness by asking them to reflect on past experiences, challenges, and accomplishments. Assess their ability to assess their strengths and weaknesses, acknowledge areas for improvement, and demonstrate a growth mindset.

5. Growth Potential:

  • Virtual Career Fairs: Participate in virtual career fairs or recruiting events where candidates can learn about the organization’s culture, career opportunities, and professional development programs. I’d like you to please engage with candidates who demonstrate a proactive interest in exploring growth opportunities within the organization and express a genuine enthusiasm for continuous learning and development.
  • Virtual Coffee Chats: Arrange virtual coffee chats or informal meetings with candidates to discuss their career aspirations, goals, and growth potential within the organization. Assess their ambition, drive, and alignment with the organization’s values and long-term objectives, identifying candidates who exhibit strong potential for growth and advancement.

By incorporating CareerEco’s virtual recruitment events into the hiring process, organizations can effectively evaluate candidates’ entrepreneurial mindset, curiosity, leadership potential, self-awareness, and growth orientation in a dynamic and interactive virtual environment. This approach not only enhances the candidate experience but also enables recruiters to identify top talent suited for remote work settings and future leadership roles within the organization.

Read Chris’ contribution to this Harvard Business Review article.