Restructuring the Recruitment Industry Post-Pandemic

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The globe is facing uncertainty in all areas due to COVID-19, and recruiting is no exception. 

Businesses are looking for strategies to be productive in the face of enormous hurdles as COVID-19 continues to sweep the country and the world. For many firms, managing staff operations, growing or lowering headcount, and sustaining workloads have become a remote process as they strive to protect their employees, customers, and the general public.

The epidemic has moved a large segment of the workforce in unexpected ways. Government-recommended social distancing techniques have made remote work the new norm for firms that can afford it. Employees are converting living rooms into workplaces while juggling children and personal responsibilities.

Businesses are grappling with adapting and surviving this tectonic transformation, and employment practices have shifted dramatically.

What impact has the global health crisis had on hiring, and how will talent acquisition recover once the crisis has passed? Here’s how COVID-19 transformed recruiting in an instant.

What Has Changed in Terms of Recruiting Now That COVID-19 Has Arrived?

Reliable technology is currently available to assist firms wanting to hire. Virtual recruiting is a popular way to keep hiring procedures moving forward while keeping recruiters and candidates safe.

Although the transition may be difficult at first, talent acquisition specialists are up to the challenge. The initial phone screenings will continue, but recruiters will now conduct the face-to-face interview online.

Many organizations are offering candidates the option of video interviewing as soon as feasible to reduce time-to-hire. While some companies prefer to wait until an in-person interview is available, others are concerned about losing candidates to competition while they wait.

Video interviewing software allows you to keep the hiring process moving, improves the candidate experience, and helps you build your employer brand. Job seekers understand that when companies implement safety standards, they prioritize their employees.

Virtual interviews, whether pre-recorded or live, are very engaging. Candidates and recruiters can judge gestures, expressions, involvement, and body language online just as quickly as they do in person. The handshake, which may become obsolete anyway, could be the single casualty of the process.

Virtual Hiring Is the New Normal

As firms shift to online interviews, they reap several benefits beyond safety for their recruiters and job seekers, and this may be the impetus many businesses need to add a virtual component to their existing tactics.

Employers who are computer savvy appeal to Gen Z job seekers. According to recent research, 54% of Gen Z candidates will not even apply for a job if they believe its recruitment practices are outmoded. Even amid the pandemic, businesses seeking top personnel must ensure that their brand messaging incorporates cutting-edge technologies.

Even in ideal hiring situations, video recruitment is a must-have for businesses. Individual recruiters and teams make use of the opportunity to interview essentially on-demand, eliminating the need to schedule interviews. And, pandemic or not, those who already use recruitment technology are more likely to reduce time-to-hire.

How to Recruit Effectively During and After the Pandemic?

Here are a few pointers to help HR professionals build up a new talent acquisition plan and ensure that their company’s hiring efforts are successful.

1. Make a list of your new hiring objectives.

The pandemic’s impact is reflected in the requirement for new skills. Many organizations have had to go digital, which has necessitated creating new types of roles that previously did not exist in their organization and demand a unique skill set.

As a result, the ideal candidate from earlier may no longer be suitable for the company’s requirements. It’s critical to figure out what additional positions the firm needs to fill, the abilities required to thrive in those positions, and the ideal candidate profile (considering the possible changes in the company culture).

2. Examine your hiring procedures.

An audit of recruitment methods will aid in the modification and fine-tuning of hiring procedures, ensuring that they are fully aligned with the organization’s new recruitment goals.

Examine everything from how simple it is to apply for a job at your firm to how candidates are screened and evaluated. Examine whether you need to upgrade your communication protocols or improve your selection procedure to attract better prospects and hire the right people.

3. Increase the number of people who know about your job.

The importance of recruitment marketing in attracting the appropriate personnel cannot be overstated.

Make sure you’re utilizing a talent acquisition solution that lets you develop and conduct job campaigns, reaching out to and interacting with the best prospects via your most efficient sourcing channels.

4. Enhance the candidate experience.

Unfortunately, some companies still do not value applicant experience as highly as it should be. However, providing a smooth experience and building genuine connections with candidates has become more important in attracting the top individuals to work for a company.

Companies must now, more than ever, provide a clear and strong message to candidates for them to trust them as future employers. This necessitates fine-tuning the current recruitment process, allowing recruiters to create a more deliberate, engaging, compassionate, and transparent procedure that will be useful long after the pandemic has passed.

5. Use technology to your advantage throughout the interview process.

Technology may help with the interview process in a variety of ways.

The first way is through the online video interview, which allows the hiring process to continue even if recruiters and candidates cannot meet in person. There’s no denying that this type of interviewing technology is beneficial.

A talent acquisition suite can provide recruiters with additional tools to improve the interview process, such as interview scorecards, which allow recruiters to conduct structured interviews and evaluate all candidates using the same criteria.

Another tool is one-way video interviews, which would enable recruiters to see candidates before meeting them and assess basic skills and company fit before meeting them, making it an excellent screening tool.

Adjust Your Recruiting Process Today

The digital epidemic has taught us new techniques, the best of which can be incorporated into our new standard in the future. Thanks to technological advancements, we will be able to accommodate additional interviews dates in the future. Virtual interviews give you more options for meeting possible interns from institutions outside of Montreal. 

Starting with the recruitment process, the goal is to provide the best possible experience to today’s and tomorrow’s employees.

We work in a creative and entrepreneurial environment. We’ve adjusted, and we’re optimistic that many of the adjustments will stick around. This is the new environment.

Raghu Nandhan is from Pragna Solutions.

 

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Raghu Nandhan has a bachelor’s degree in engineering and an MBA. He has over 10 years of experience being a strategic leader with a strong background in operational framework and process excellence. He demonstrated leadership abilities with the capacity to build, train, and
mentor highly productive teams. Extensive expertise in talent acquisition, recruitment process outsourcing (RPO) operations, and product development.  He is also a problem solver with the capability to tackle difficult projects and create sought-after outcomes.