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RECRUITMENT POST COVID-19 BLOG

The Covid-19 pandemic has had an enormous impact on the way in which we live. Lockdown after lockdown, we have become used to being imprisoned in our own homes, avoiding physical contact with family and friends. Understandably, this has also had an impact on the way that we work- with the majority of companies in the UK having to make a quick-shift to fully remote working. For many businesses it became apparent that being flexible and agile is essential to survive and navigate through this crisis.

HR departments and recruitment agencies have been playing a vital role in building a proactive innovative culture to help businesses respond to COVID-19 and continue to move forward. The UK as a whole has endeavoured to adopt a more resilient and collaborative approach to their hiring process, in an effort to keep bringing top talent in and emphasize their organisation’s employer brand.

Although we are still piloting through the pandemic, hiring teams who want their organisation to maintain a competitive advantage when it comes to recruiting and attracting talent have to start thinking about the challenges that will arise in a post lockdown environment. Although we do not have a specific end date, planning for hiring after the pandemic is vital for success.

Currently, it is difficult to say whether remote working will continue once the pandemic is over, but we can agree that the way in which we work will not be the same. From preparing their current employees’ for returning to work, to building up their workforce, businesses will require a substantial amount of preparation needed for this ‘new era’ of work.

However, instead of merely just moving fast, HR departments and recruitment agencies must move smartly to ensure they are getting the right talent with the correct skills, in order to help their business thrive.

Here are a few tips to help HR teams to guarantee their company’s hiring success:

  1. Identify new hiring goals

The pandemic has highlighted the need for new, or additional skills. Various businesses had to undergo digital transformations, in order to survive. This created the need to fill new types of roles that perhaps did not previously exist within organisations, which require a new skill set. This means that the ideal candidate prior to Covid-19 may not suit the business’ needs anymore. It is important to identify potential new vacancies that the business needs to fill, the skills that are required to succeed in those roles and finally, the ideal candidate profile (possible changes in company culture should also be considered).

  1. Review and analyse current recruitment process

 

An effective way to fine-tune the hiring procedures is running an audit to recruitment. In turn this will make sure they are suitably aligned with the organisation’s new recruitment goals. It is important to delve into all corners of recruitment whilst doing this: from the ease of application; to how the candidates are screened and assessed. There could potentially be a need to update communication protocols or to enhance the selection process, which will ensure that you get a better calibre of candidates and hire the right talent.

  1. Improve and revise dispersion of your jobs

The marketing of new vacancies is essential when attracting the right talent. Ensure that you are using a talent acquisition tool that allows you to not only run an efficient campaign but also allows you to do so easily. This will allow you to reach and engage with suitable candidates through valuable sourcing channels.

  1. Enhance candidate experience

 

Unfortunately, some companies still do not treat candidate experience with the importance that they should. However, more recently it seems that providing a smooth experience and forming meaningful connections with the candidates has become more decisive, in order to attract the best talent to choose to work for a company.

Is it essential that companies deliver a clear message to candidates so that they are trusted as valuable future employers. This requires fine-tuning the current processes in place, which provides recruiters with the opportunity to develop a more thoughtful, transparent, empathic, and engaging process. This will remain valuable even after the pandemic is over.

  1. Implement technology during interview process

 

Technology can improve the interview process indefinitely. Firstly, the pandemic has highlighted the fact that interviews can take place remotely through apps such as Skype, Microsoft Teams, and Zoom. This is helpful as is allows the recruitment process to move on regardless of whether the recruiter and candidate can meet face-to-face.

Secondly, having access to talent acquisition tools will certainly improve the interview process. Interview scorecards allow recruiters to have structured interviews and evaluate/ gauge candidates with the exact same criteria. One-way video interviews give recruiters the chance to see candidates before meeting them. This allows the recruiter to assess company fit, and test their basic skills, thus making it a brilliant screening tool.

  1. Use of predictive assessments

 

Pre-hire predictive assessments allows organisations to run a more efficient selection process and ultimately be more strategic. This allows businesses to make a move from tradition experience-based assessments to assessments that allow you to focus on and highlight candidates with the right attitude and potential.

There is a high demand for soft skills and recruiters can benefit from assessments which use algorithms that can predict future performance and pick out desirable traits, allowing recruiters to uncover candidate’s potential and fit for specific roles.

If you have any questions or queries regarding recruitment please get in contact through our contact page: http://www.limelightcareers.co.uk/contact/