COVID-19 was a turbulent time that the whole world experienced. The pandemic has changed the way we live and do our work. Many tasks we thought were not possible to do from home are now efficiently performed remotely with ease. Most companies and employees did all they could to successfully adapt to the fully remote working model. It was challenging for the HR department to maintain the same work culture for all employees during this period. We found new ways to coordinate with our colleagues and keep the workflow seamless. HR personnel have also faced the challenge of having a successful recruitment process in a COVID-19 lockdown. Hiring and onboarding without face-to-face interaction were made possible with video interviews and a better perspective about what we expected from the candidates. A lot of effort was put into designing new recruitment strategies during pandemic that could get the best talent for the role in the company.
When people think about whether the methods and culture that we crafted during the pandemic will continue, there are different streams of thought. But we all understand and accept that things won’t stay the same. Many companies are now back in the office completely or working with a hybrid model. Businesses are now considering the changed perspectives of both the employee and the employer when designing a new work culture. Employees are an important part of the firm, and getting the best candidate for any position is what the hiring team always struggles with. Recruitment before and after COVID has also changed. What an employee expects from the company and the type of staff organizations now search for has evolved. We are again looking at the changes, and in this blog, we will discuss why companies need a different approach to recruitment post-pandemic.
The 7 Stages Involved In The Recruitment Process
COVID-19 has demonstrated that the candidate’s skills are more important than the certificates he or she possesses. Companies are looking for a candidate that can be a real asset to take lead in the market among their competitors. We have always known that it is difficult to find a person with the exact skillset and the required level of competency that a company is looking for. The scarcity of skills has increased after the pandemic. With a greater number of companies putting emphasis on the skill, HR has more to work on to get the right candidate.
During the pandemic, many people lost their jobs due to temporary layoffs and had time to rethink their careers. A huge number of candidates decided to switch to entirely different vocations, and some invested the time to upskill themselves for career advancement. It turns out more skills are necessary to do the job than we presumed. People want to advance in their careers faster. They seek to know what exactly is expected of them in a job role and want to do their best to deliver that. The skills’ lifespan is decreasing rapidly too. There is a need for constant upskilling, and recruiters should look for candidates who are ambitious and want to constantly upskill themselves. At the same time, candidates also prefer to work with companies where they see an opportunity to learn. Many employees say that they can stay at a longer organization if they know that the employer is ready to invest in their skillset. That makes it necessary for firms to not only look for employees who possess the necessary skillset and are eager to learn but also have a learning and development plan for their staff that can make their job offer attractive to the right talent.
Having to sell the company to the candidate was always a part of the hiring process. It is important to get the right candidates on board once you find them in a rigorous hiring process. Organizations were always careful to show candidates the benefits of joining them. Recruitment post-pandemic has increased the importance of convincing them to join the firm. We can no longer rely on a good salary package to get people. Employees expect a lot more from their employers than what they were expecting a couple of years ago. It’s not the employee’s experience that holds importance in the hiring process anymore; the reputation of the company is important too. It’s important how the organization is presented not only in the recruitment process but also on social media. Taking up a new job is seen as a major change in a person’s career, and candidates want to be sure that they are making the right choice. Like any other purchase decision, they seek help from the digital world.
The pandemic made it much more important to choose the right employer in the future. Candidates want to know what working for a particular company is like. What the people who worked for the company have to say holds special importance. The reviews by the employees give candidates an exact idea of whether the firm is right for them or not. Can they picture themselves working for the company and loving it? Organizations must create a welcoming and supportive work environment and sell it to prospective employees not only through their websites or interviews but also by encouraging current employees to share their experiences. Building a reputation for the company from an employee perspective is an important part of the recruitment process now. This has to start long before the hiring rounds and should be maintained all along.
Employees look for organizations where they get an opportunity to learn and advance in their careers. As mentioned earlier, the pandemic has made people rethink their careers and make changes in their field when they feel it is right. This also made people more open to changes and opportunities. They seek out companies where they can work in diverse roles and find out what works best for them. Candidates tend to stay in the company longer when they see better opportunities for growth. This makes internal hiring important from the perspective of the candidates. They seek opportunities to advance in their present work as well as to widen their skill set for more diverse roles.
Internal hiring is more beneficial and cost-effective for the employer too.
- Companies get candidates that are well versed in the organization’s culture.
- It is easier to spot the necessary skillset in the current workforce.
- It takes less investment to upskill a promising employee as compared to struggling in a fierce skill market and keeping the job post vacant for long.
- Giving better opportunities makes job offers attractive to new hires and also increases employee retention.
In other words, hiring internally has a lot of advantages for recruitment after the pandemic.
One of the best things that the pandemic has changed is our perspective when we look at the talent pool. We are no longer bound by the short radius around where your company is situated. The wider we go in the search, the better odds we have of finding the skillset that is needed. Because of the shift to remote work and the hybrid workforce, it was possible to hire a candidate regardless of their location. A lot of people have left their jobs to find a better work-life balance and more flexible working hours. This set of talents is looking for companies that will adapt to a flexible work culture after a pandemic. We have witnessed that there are ways to maintain productivity and efficiency while managing a remote workforce. Organizations need to be ready to keep this option open in the post-pandemic hiring when the situation demands it.
The pandemic, like any other work process, has changed the way both employees and employers view the hiring process. There are a few changes that should be made to ensure you get the right talent on board. Work-life balance from the employee’s point of view has gained more importance after the COVID-19 pandemic. People are looking for jobs that give them the opportunity to grow and enhance their skillset. They prefer organizations that allow them flexibility and also help them to advance in their careers faster. To get the best talent for their staff, organizations need to build a good work culture and sell it to applicants. Offering a hybrid work model increases the probability of filling the vacancy better. Internal hiring should also be looked at as a great opportunity as it saves cost and time as well as helps attract the right talent from outside the organization.
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