COVID-19 has caused a seismic shift in the hiring process, needs have changed, and attitudes are different, while the virus may be temporary, its effects on recruitment will be anything but.
Among the new challenges, work and remote recruitment have become part of a “new normal” but, how will recruitment be like in the future? what company leaders must do to adapt to this new work landscape?
Competition for the best talent will remain high, access to a more diversified talent will be valuable but challenging, in these conditions talent acquisition experts will become the appropriate partner to ensure the hiring of the right candidates, with the necessary skills so organizations can adapt and move forward.
There is no doubt that the hiring process looks radically different today. Over the past year, physical interviews have, by necessity, become a thing of the past and the use of video interviews and remote hiring now is part of a “new normal” routine in talent acquisition.
One of the advantages that remote hiring brings to organizations is that they no longer need to find talent locally, having the opportunity to hire more diverse teams with wider backgrounds and a variety of ideas.
Virtual recruitment helped improve talent acquisition processes within organizations, bringing diversity and improving the opportunity to hire better talent by removing geographic barriers, earning its place in developing recruitment strategies.
The acquisition of a larger talent pool has opened a valuable possibility, but difficult and challenging for organizations to access without adequate resources and without the ability to reach top candidates as directly and quickly as possible. In this context, experts in recruitment become a valuable ally in supporting organizations to secure the best talent.
Does this mean that virtual recruitment is here to stay? Yes, however, the standard will probably be a hybrid process that combines virtual and face-to-face elements, where companies and recruitment experts will have not only to refine their virtual process looking for ways to add human touches but also how to optimize the candidate’s experience when doing face-to-face interviews.
To find the right talent for the future, organizations will have to change the way they search for their candidates. The coronavirus crisis has made the need to address technical and non-technical skill gaps a priority.
The key will likely be to prioritize the candidate’s potential and transferable skills over their pedigree and technical ability to perform specific tasks.
However, organizations will need to revamp their training processes, taking an agile approach to planning their workforce strategy and establishing a strategic vision determining whether using new technologies gives them a competitive advantage.
To acquire professionals prepared with the necessary digital skills, companies will need to develop more creative ways to identify unconventional candidates, in such circumstances having the support of recruitment experts has its advantages, they have the necessary experience and a better understanding of the technical roles and skills necessary for the position, in addition, they can detect transferable skills that others may not be able to detect.
The world is becoming more connected every day, so the labour market is becoming more competitive than ever. In this sense, employer brand is now a critical part of the hiring and retention process and can be an important differentiator when it comes to recruiting and retaining the best candidates.
COVID-19 and movements like “Black life matters” have changed the way potential employees perceive organizations. Issues such as safety, health and the environment or inclusion and diversity now have a leading role in terms of the company’s reputation.
Company leadership will need to adopt stimulating environments where employees can identify with the company’s culture, engage and be productive. Consequently, they will have to focus on designing a strong value proposition for employees, building a brand that can establish enduring relationships and thus retain the best talent creating a lasting impression on employees and candidates from the beginning.
Recruitment experts support organizations ensuring candidates have a clear idea of what their brand represents, showing the unique cultural differentiators of their organization, offering a clear message about the company and its strengths, providing talent aligned with strategic objectives, crucial to the success and growth of the business.
The pandemic has impacted every aspect of our lives, the way we shop, travel, educate ourselves or how we work. This reality has changed employee expectations, safety, belonging, productivity, comfort and control are now part of the critical needs of employees.
Working from home during the pandemic allowed many organizations to maintain their business operations, employees and employers found out that location is sometimes irrelevant and no matter where employees are located, they remain reliable and can do their work. However, is this situation going to last after COVID-19?
Undoubtedly, with the pandemic, new patterns have emerged from which organizations can learn and develop new workplace strategies to create a better place to work and emerge stronger from the crisis, with energized and engaged employees.
Some organizations have already started the acquisition of technology and the implementation of processes that allow work from home or collaboration among remote employees. Even though remote work can be a challenge; it also opens the door to more diverse work teams, bringing a variety of experiences, ideas and perspectives, providing the opportunity to have a richer employee experience for everyone and the possibility of improving productivity.
Despite the pros and cons, as in the case of virtual recruitment, the working standard in the future is likely going to be a hybrid process that will combine virtual and face-to-face elements, providing greater flexibility. Several major companies have announced plans to resize or recalibrate their office space in the coming years to accommodate a more hybrid style of working in the office and at home.
Resilience has been a key attribute to overcome the difficult times of the pandemic, but as always, the only constant for recruiters will be the need to adapt.
Organizations have been in the front line and have already started to witness changes in recruitment and workplace strategies that have brought new challenges to be addressed, recruiters will serve as the bridge between a company’s hiring needs and other key HR initiatives, taking a proactive approach to identify trends by adding new services, all under a continuous process of improvement, willing to adapt and innovate.