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Digital Detective Work: 5 Virtual Recruiting Insights for Our New Normal Digital Detective Work: 5 Virtual Recruiting Insights for Our New Normal

Along with all-virtual work environments came all-virtual recruiting, changing the playing field for candidates—and creating new opportunities for you to level up as well. From essential social media hygiene to high-powered search engine hacks, here are five insights to help put you in the driver’s seat.

1. Reflect on Values (Your Own and Your Prospective Employer’s)

This part of the process is more important than most people realize, according to Jamil Price, HR Leader for University Relations and Events at Johnson & Johnson. Before firing off applications, he urges candidates to spend some time thinking critically: What values matter most to you? And what values do you hope to see embodied, recognized and rewarded by your employer?

These are “the most important questions,” Jamil said, and here’s why: “The interview process is a time for me to learn about candidates’ skills, experiences and backgrounds, but I really want to learn what they’re passionate about, too. It’s about getting to know someone and getting a feel for their personality. Do they work collaboratively with others? Will they lean into the values in Our Credo?”

For in-depth advice to help you answer questions like these—and find an employer that shares your values—check out this article.

2. Spring Cleaning for Digital Footprints

It goes without saying that you’re not, oh, actively contributing to the spread of misinformation online, but that doesn’t mean a quick, periodic audit of your digital footprint isn’t a good idea. After all, it only takes a moment to open an incognito browser, go to your favorite search engine and type in your name. Click “search” and—voila!—see what pops up.

A now-passé TikTok® dance routine? Memes from high school? The blog from your emo phase?

Whatever the case may be, here’s a reliable rule to use as the basis for next steps: Will this item of public-facing content endorse, enhance or otherwise strengthen your professional candidacy? Because if not, the opposite might be true, and that possibility alone should be a powerful incentive for action. So hop to it. And if you want to read more on this topic, we can show how to get your social media footprint application-ready in about five minutes or less.

3. Arm Yourself With the Latest Insights

Loosely familiar with a company, but want to know more? If that’s the case, why not prepare yourself to stay ahead of all the latest developments?

Two words. Google Alerts. As in: Set them up.

Why? For one, Google Alerts are free and easy to set up, and they’ll help you understand the emerging opportunities at companies you’re interested in—even if those companies aren’t, say, regularly in the headlines for game-changing breakthroughs.

How to do it? Start with your interests. Set set up an alert like “‘Johnson & Johnson’ + ‘recruiting’.”, for example, or get even more targeted: “‘Johnson & Johnson’ + ‘college recruiting events’.” (For more on query syntax, check out the official documentation.)

It might take a bit of trial and error to perfect, but this kind of digital detective work can actually be pretty fun. Get started with Google Alerts here.

4. Explore Company Talent Hubs

Many companies, including Johnson & Johnson, now have dedicated portals where interested candidates can stay in touch, deepen their connection with the company and in some cases even communicate directly with recruiters. Take the Global Talent Hub at Johnson & Johnson, for example. When you sign up, you’ll be asked for a bit of information about your background, interests and skill set. From there, we’ll begin sending you advance notifications about jobs that might interest you as soon as they become available.

That way, you can make sure that your resume is at the top of the pile when the right opportunity rolls along. Plus, signing up is fast and easy. Click here to learn more about our Global Talent Hub at Johnson & Johnson, and we hope to hear from you—if we do, we’ll be in touch shortly!

5. Digital Reciprocity: How We’re Meeting Candidates Halfway

As you navigate the new world of all-virtual recruiting as a candidate, it might give you some comfort to know that we’re in something of the same boat. That is to say, we’re still experimenting and figuring out what works. But rest assured, even if we’re iterating and improving, it’s only because we want to make the hiring process easier, more engaging and more value-adding for you.

Krystal Brindley, HR Leader for University Recruiting at Johnson & Johnson, shared a few thoughts on that as a recruiter.

“So much has changed in just the last year, and right now, we’re really doubling down in terms of our impact and outreach on digital channels. We’re doing some really important introspection and reflecting on where we go next. I think the big question for us is ‘How are differentiating ourselves?’ But the good news is that we’re definitely getting to the right place with some of the things we’ve debuted this past year. I think having senior leaders share personal stories in fireside chats, which we’ve been doing, for example, really helps cement that sense of personal, in-person connection, even over digital channels.”

At the end of the day, she added, “It’s all about meeting and engaging with students where they are organically, and from there, aligning on and delivering the things that they want.”

Join Our Team Today!

Wherever you are in the world or in your career, we want to meet you, and we hope the actionable guidance in this article will empower your professional journey—no matter where it takes you. If you’re interested in opportunities where your next bright idea could be a breakthrough for all of humanity, check out all the ways to join our team today.

While you’re at it, think about signing up for our Global Talent Hub, too. It’s a great resource, an easy way to learn more about life at Johnson & Johnson—and you’ll get updates about jobs that might interest you in the future, as well.

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