How recruitment should adapt to the Corona Virus Pandemic

Just a few months ago, it was still business in many nations of the world, and today, with the lockdowns, many businesses and organizations have been forced to close shop.No organization in living memory has had to plan for a pandemic. The Council-19 pandemic had plugged the world and businesses in waters they are forced to negotiate to ensure the life and continuity of their operations. Companies will struggle; only the very strong will survive. The business world will have to adapt their whole approach to how they work if they want to weather this storm.But it’s not all gloom and doom. Despite the lockdown cutting the operations and hiring of most businesses, many industries like healthcare, eCommerce, delivery services, and cybersecurity are still hiring. The resultant lockdown has led to a massive increase in remote work and many organizations will have to review their existing workforce, job description, skills evaluation and hiring process of their organization.Here are the ways the recruiting process will have to adapt to the pandemic.


Recruitment will be remote


The pandemic and the resulting lockdown have focused all work on being remote. This is our new reality and may continue to be for a long still. Recruitment and hiring too will have to meet this challenge of the pandemic. Before the pandemic, sourcing for candidates had already been online. What the pandemic has now caused is the total digitization of the process from sourcing, to meetings, to interviews and connections.

Pre-covid, a phone call and physical interviewing used to be normal; now it would be frowned against, as more people are social distancing and the old ways of communication are gradually losing its savor. Every step of the way of contacting the candidates to the actual conversion of that chosen candidate to an employee will and must now be digitized.


Consider automation

As more businesses close due to the pandemic, the number of unemployed people has more than quadrupled. That means the pool of candidates had now enlarged as many recruiters may not be able to find suitable candidates for the application.

A very good way to navigate this murky pool is to use an ATS (applicant tracking system). A modern ATS is an ideal tool for building and nurturing a strong talent pipeline. It centralizes all the applications, which means it will be a treasure trove of people who have expressed explicit interest in your company.

The ATS will be able to organize the different talents and application into the very gestures you need. Saving you countless hours of application review and narrowing the search for the right talents and people.

The ATS is perfect for candidate attraction, tracking, and extraction, saving time, and cost for the recruitment process.


A wider talent pool to source from

As the pandemic continues, business travel has basically ceased. Remote work has now fully come into the fore and many more people are working and willing to work at home. That means geography is no more a barrier in the search for talented people.

The job description can now be filled from anywhere in the world. This has led to a massive advantage for recruits as long-distance remote work can help to build the team the organization has always wanted. We are at the point where remote work may truly be our everyday reality. Depending on the role, you might not have to be in the office to do your job.



Videoconferencing adoption


According to a March survey by an online college, 89% of employers have now adopted virtual interviews given the Covid-19 pandemic. More people are staying at home to reduce their exposure to the virus. That means the interview process has to be virtual now. Consequently, that also means the professionalism, enthusiasm, communication of an actual in-person interview has to be brought also to the virtual interview.

The recruiter has to be fluent in video conferencing technology and must know of most stools that will aid in the virtual interview they have to do onwards.

Flexibility


It is now an employer's market; the jobs are now fewer and more people from different cultures and nations are applying for them. With that being the case, recruiters need flexibility with dealing with different applications and the way of expression.

Flexibility could involve part-time roles, different locations or levels of compensation.

Online pre-onboarding


Instead of handling onboarding at a physical location, the recruiter can create an online pre-onboarding process for new employees. They can gather the materials normally handed to the employee at the very first workday and make them digital. The package can include a company culture manual, videos about the team, or digital questionnaires for ordering work tools.

This process can be made easier with the help of pre-onboarding software that gathers all the information into one place and defines a schedule for the employee that guides them through a certain path.

Start building a talent community


The whole world hopes that the situation will start to normalize soon. How can the recruiter or agency prepare for it? They can start by building a talent community using paid ads, social media channels, and referrals, to attract passive candidates to join the talent community.

When more talent is needed, there is already a ready=made pool of interested candidates that can be selected from. The candidates can be contacted immediately instead of starting from scratch. This will save money, time, and energy. Above all, more people can be found who match the actual needs of the organization.

Conclusion


Being adaptable and teachable are traits that everyone, be it the business owner, manager, recruiter or employee should cultivate – especially for times like these. The ability to rise up to this challenge will make or break your organization. Having the best tools and people to tackle the challenge head-on helps mitigate the negative effects of change and crisis and keep the organization and the employees – old and new – safe, productive, and healthy.

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written by NEWcruitment Switzerland, the Leading Technology Talent Agency Specializing in Senior IT Architects and IT Engineers in Switzerland

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