Hiring in the post-pandemic world isn’t going to be the same as social distancing and working from home have become the new norms. Moreover, organizations need candidates with new sets of skills, leadership qualities, interpersonal skills, and work flexibility. Recruiters need to adopt new methods of
recruitment to make sure that they hire the top talent.
If you’re looking to recruit for your organization, read on for recruitment tips post-COVID-19.
Focus on Remote Hiring
Leverage All Channels
Leverage Virtual Technology
Because of the fear of the spread of the pandemic, traditional recruitment may have you lose out on some really talented candidates. Therefore, you must switch to virtual recruitment, which mainly consists of video interviewing with video interview software.
While tools such as Hangouts, Skype, or Zoom are convenient, they may not be the best solutions for interviewing purposes. Therefore, consider using dedicated HR technology, for example, tools such as Outmatch and myInterview. Candidate experience is important, and these or similar tools will help you conduct quality interviews.
Hire for Flexible Roles
Because of COVID-19, business requirements have changed too. Therefore, you may need to hire employees who can fulfill the changing requirements of the business. For example, you may need to hire for roles that can be done from home as well as in the office. You can also consider hiring on a contractual basis to respond to immediate business requirements that may not be there after some time. Just ensure that you make your recruitment goals clear to the candidate and focus on data-driven recruitment for better results and improve your recruitment performance.
Recruitment techniques like these will help your organization save on money since you will be paying employees only for the work required from them at the moment.
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Utilize Your Existing Candidate Pool
This may be the best time to dig into the applications that you have already received in the past; i.e., before the pandemic. Here’s why:
- You will not need to create and run new active recruitment campaigns.
- You may be able to approach passive candidates who are looking to exit their current organization because of the crisis.
- You will get a significant amount of time to hire the right candidate who can work with you during the crisis and adapt to the new environment when the business resumes its usual activities.
Review Your Applicant Tracking System
Create a Good Virtual Onboarding Plan
You do not just have to hire employees, you have to make successful hires. Therefore, the efforts must continue even after a candidate is hired. And since you may require your new employee to work from home for some time, just sharing a digital copy of the organization’s handbook will not be enough. You will have to:
- Give new hires access to employee training, exercises, and enough time to absorb the information.
- Clearly convey company culture during onboarding.
Onboarding software can help aid and streamline employee onboarding for all your new hires.