7 Important Strategies to Recruiting Post-Pandemic

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 In the past two years, the pandemic only seemed to accelerate the already growing complexity of the recruiting process.  

The concepts of a home office, digital nomads, freelancing, and part-time contracts, created new opportunities for employers and employees to find their perfect match. 

Yet, ample job opportunities pose new challenges when recruiting – and keeping – talented employees. Namely, a 2021 study reveals that two-thirds of US corporations struggle to find an experienced workforce.  

For an optimal recruitment experience, your company needs a comprehensive strategy adapted to today’s challenging recruiting landscape.  

To help you achieve that, we discuss the aspects of good recruiting with recruitment experts from the top branding agencies. And we’re ready to share our thoughts. 

Recruitment in the Post-Covid Era

The pandemic paved the way for quite a few recruitment innovations. The main one is, of course, remote recruitment.  

This hiring method expands the talent pool and employee diversity; however, it uncovers difficulties identifying candidates who fit your company culture, management mindset, and work processes. 

Besides, transferring work to the remote landscape intensified some previously overlooked recruitment elements.  

For example, since Covid, employees are keener on being a part of the company culture, choosing an employer based on brand reputation, and expecting companies to sell themselves to prospective applicants.  

So, how can your company adapt to the applicants’ expectations yet make the best possible choice during the recruitment process? 

1. Define Your Perfect Candidate 

The first step is identifying the skill set of your future employee. Be as thorough as possible. Distinguish between must-haves and “bonus points if you have” soft skills and technical ones.  

Make sure to strike a balance when crafting your ideal candidate persona. Going too specific and unrealistic will conclude with no applicant thinking they’re suitable for the job. Going too broad and vague will attract too many inadequate job seekers. 

2. Craft a Job Ad That Actually Works 

Now that you’ve identified your ideal candidate, it’s time to write a job posting that will attract the perfect pool of candidates. Here’s how: 

  • Fine-tune your job description – if you’re looking for a Magento developer, be specific as to what tech stack you require.
  • Explicitly state the skills and experience you’re looking for.
  • Describe the projects the employee will be working on.
  • Share your company’s benefits.
  • Emphasize whether candidates need to send their portfolio, cover letter, or previous supervisors’ or clients’ contact details.
  • Depending on your company’s culture and industry expectations, determine whether to state the salary.
  • Be genuine and to-the-point – are characteristics such as “works well in a team,” “willing to learn,” and “communicative” really essential for your new employee, or are they remnants of the past?

3. Sell Yourself as an Employer 

Employer branding, i.e., the concept of developing your company’s reputation as an employer, has become the latest buzzword in the world of recruiting.  

Showing (potential) employees what differentiates you from your competitors – such as your company’s values, culture, benefits, positive social impact, etc. – is crucial in the recruiting process. 

To develop a recruiting strategy that supports your employer branding efforts, you should: 

  • Choose the most suitable platform for recruiting – LinkedIn, as a professional network, rules the recruitment process; still, you should harness the power of other platforms as well, from social networks to job portals and industry forums.
  • Create the job posting that reflects you as a company – from crafting your job text message, designing the perfect visual, to setting the tone of voice such as corporate or witty, creating a job ad that accurately represents your company culture.
  • Advertise to the right candidates using remarketing tools – present yourself to a broader audience of experts in the field.
  • Reach out to “passive” candidates – as 70% of job seekers passively look for new opportunities, why not make the first move and ensure a great first impression with your brand.
  • Partner with relevant influencers in the industry – affirm your brand equity by leveraging the unique trust influencers nurtured with your target group.
  • Make your job ads stand out – employ visual and textual elements immediately recognizable to your brand, or create ads that will engage prospects, such as coding tasks to “solve.”

4. Examine the CVs Meticulously 

Who is involved in the resume-reviewing process? Is it a small group of decision-makers, or does everyone from CEOs and HRs to project managers and team members cast their vote? 

Besides deciding whom to include in the hiring process, defining what you are looking for in a CV is essential. For example, do you need someone with more real-world business experience or keener on further expanding their knowledge? 

5. Deliver a Professional Feedback 

94% of job candidates expect feedback upon applying, even when it’s a negative one.  

Knowing how to deliver bad news professionally is key to establishing an employer brand reputation candidates will always happily return to. 

6. Assess Your Candidates As Experts and Teammates 

While testing a candidate’s knowledge and expertise in the field is your primary task, you mustn’t forget to evaluate their compatibility with your company’s culture

Openly discuss with the candidates their expectations regarding the working conditions and where they see themselves in your company. 

Avoid asking personal questions, such as marital status, parenting plans, political or religious views. Your goal as an exemplary employer is to create an inclusive, non-discriminatory working environment. 

Finally, be as honest as possible to avoid wasting time interviewing candidates you’re not on the same page with.  

7. Wrap Up the Recruitment Process  

Your post-interview steps include discussing the candidates with relevant employees to hear their thoughts and determine which applicant is the best fit.  

Before any final decision, check for the candidates’ references to ensure their truthfulness and conduct a final interview with the chosen candidate to get all the facts straight. 

Incorporate These Strategies Into Your Recruitment Process

The recruitment process is critical for acquiring top talent. Finding quality candidates can be difficult. Still, companies can nail their talent recruiting by following the best recruiting practices, such as industry trends and fine-tuning job descriptions.

After successfully recruiting your new colleague, you must integrate them adequately into your team. Explain to the new team member what their tasks and obligations are, how work processes are conducted, and whom they can refer when in doubt.

An equally important part of integrating a new employee is presenting them to the rest of the team. Act as a mediator between current teammates and new employees and observe how everyone gets along. 

Once your new employee knows their tasks, procedures, and colleagues’ roles, you can expect them to feel more motivated, share their ideas and insights, and contribute value to the company.

Aleksa Radovic is a marketing specialist that specializes in driving business through digital, visual, and content marketing techniques.

 

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Aleksa Radovic is a marketing specialist that specializes in driving business through digital, visual, and content marketing techniques, currently based in Los Angeles.