The Best Way to Make Virtual Recruitment Work for You

The new recruitment trend is virtual recruitment. This has all the benefits of traditional methods, but also some drawbacks. Recruiters are able to interview candidates from wherever they are, and applicants can apply for jobs without ever leaving their homes.

However, there is a risk that both parties will be too detached for this process to work effectively. Virtual recruitment may lead to hiring the wrong person or someone with bad intentions because of this lack of face-to-face contact.

If you want to make virtual recruitment work for you, follow these four steps

  1. Awareness of risks and benefits

    Make sure all of your employees know the risks and benefits of virtual interviews and recruitment before beginning them. This will help prevent any confusion.

  2. A clear process

    Make sure that you have a clear process for virtual recruiting so that there is no confusion about how the application works or what to expect from either party involved in this process.

  3. Inform applicants beforehand

    Inform and communicate to the applicants that a complete ID- and identity check and verification will be conducted early in the process. This will secure the process and keep most of the fraudulent persons away.

  4. Professionality

    Be as professional as possible when carrying out your duties, such as following up with applicants after an interview has been completed. This is standard procedure.

The risks involved in virtual recruitment

Technology has made it easier for companies to recruit new employees virtually but it has also made it easier for fraudulent people to access certain jobs and companies.

One of the biggest risks you will come across while recruiting virtually and not having a proper virtual recruitment process in order, is that you might hire the “wrong” type of person or that the applicant is fraudulent.

The fact that the meeting or interview don’t take place in real life is not the main issue actually, it is all about having a proper process and procedure in order.

By making sure that the procedure is accurate and properly communicated to the recruiting team the risks of hiring someone with a dodgy background or with bad intentions that in the end will harm both your clients and your company’s reputation, will decrease.

The most important step in the hiring procedure is to check and verify the applicant’s ID and identity. The earlier this is done, the better. If the ID or identity-check of the applicant for some reason is rejected, the time wasted is limited compared to if there were no ID checks at all, or if this check were to be done at the end of the hiring process.

More about reducing the risks of onboarding remote employees.

Solutions that will streamline and secure the virtual recruiting

Today there are many companies that mainly focus on ID- and identity verification. If you are a recruitment agency or a workplace with high-volume recruitment, a recommendation is to consult with one of these verification companies before starting recruiting virtually.

It might even be a good idea to outsource this step to a professional verification company that most likely has all the security in place for the effective and safe onboarding of new employees.

In addition to checking and verifying the ID and identity of the applicants, most of the companies that specialised in identity verification also do a proper background scan of the person. This is to make sure that the person’s name doesn’t match any name in certain criminal- or terrorist databases.

Taking into account the long-term effects of hiring a fraudulent or criminal person, it is definitely a wise choice to consider consulting an identity verification company or outsourcing this step entirely.


If you want your virtual recruitment to be successful, there are certain steps that need to be taken. You will have to make sure that all of the employees know what they are doing and why this is necessary for them as well as how it works. This will help prevent any confusion about the process itself, which could lead up to just having a bad result in hiring someone who has not been checked or verified properly.

The importance of implementing ID-checking at an earlier stage needs to be highlighted. To avoid hiring fraudulent persons with bad intentions, checking IDs early on during the hiring process is key. Considering an ID verification partner to secure this step in virtual recruiting is also of maximum importance.

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