This pandemic has hit businesses in every possible aspect. While employment demands reached record high, some companies have adopted Work from Home with the COVID-19 outbreak. But once the economies begin to re-open, employers are searching for comprehensive ways to handle recruitment. For some recruiters, their already busy jobs were thrown into unprecedented chaos. While some recruiters struggled to hire for already hard-to-fill positions, others were forced to stop hiring processes altogether. Some recruiters had their jobs put on pause for weeks or months on end. Post pandemic, it is important to understand how recruiting is reshaping. To secure your company’s future, following good recruitment strategies is imperative. This guide will help you to understand some of the basic recruitment strategies to be followed post-pandemic.
1. Embrace virtual recruitment software
For the long-term success of organizations, the recruiters need to embrace virtual recruitment, interviewing, and onboarding. Since work-from-home has been the latest trend, it is very important to support a virtual recruitment process. Instead of relying on one single tool, recruiters need to look at other solutions, creating an efficient process that supports & nurtures their recruiting efforts. To stay competitive, below are some of the tools that recruiters need to embrace:
• Applicant Tracking Systems
• Interviewing & Screening Software
• Digital or Paperless Onboarding Software
• Performance and Goals Platforms
• Employee Engagement Surveys
Many staffing companies have already chosen digitalization for initial screening. By accepting tools such as digital and paperless onboarding platforms, job management boards, and applicant tracking systems, recruiters can take their recruitment process to the next level.
2. Review Your ATS
Check whether your Applicant Tracking System is built to screen for and communicate with your ideal candidates. Your ATS must be easy to use and the one that should be saving your time with features likes Interview Scheduling, Video Interviewing, & Interview Feedback. Also, ensure that your ATS is easy to communicate with the candidates so that they apply to your open roles. Your ATS should also allow you to re-engage with past applicants & integrate with top job boards for fast posting and cast a wide net for talent.
3. Embrace Digital Recruiting Processes
Many recruiters, staffing companies, employment agencies have already welcomed virtual interviewing tools. This method helps reduce time to hire and eliminates geographical barriers. You can interview candidates from anywhere in the world. Final interviews can be both in-person conversations and virtual conversations, plus virtual meetings don't have to be conducted on the same day but can be scheduled a few days before or after the visit. This will help the candidates with increased transparency from hiring companies’ company information. Companies can now share information about their work environment and company culture quickly via virtual tools like Zoom. Candidates do not have to travel or commute to an interview.
4. Recruit & Hire for Flexible Roles
Post-Pandemic, many employees prefer a flexible work environment, it may be a hybrid option of partially remote, partially in the office, or the flexibility to choose their working hours. Shifting your business to a more flexible workforce will save money by hiring at scale for contingent workers.
5. Focus on employee Retention
When sourcing the new candidates, ensure you keep the existing ones happy. Make sure you provide the right support and tools to the existing teams so that every employee feels satisfied and can succeed in their role. Companies may need to go through an evaluation of their current pay rates & incentives to retain quality candidates. If you are having any trouble filling a position, many companies may need to provide sign-on bonuses. Thus, by investing in your existing talent, you save your company's time and money.
6. Using Social Media for Job Applications/Promotion
After this pandemic crisis, social media is now starting to play a larger role in recruitment. Another significant transformation that came from the COVID-19 pandemic is the power of social media in job applications and promotions. Earlier not many people used social media the way people use it now, and it will remain a constant as this generation is dependent on marketing & social media channels. Therefore, social media will remain an important player in recruitment strategies and in promoting a company's culture. With almost 90% of job seekers seeking jobs on their mobile phones, sharing your company’s job openings, company information, & benefits information on social media platforms guarantees that a huge audience will see it. Job vacancies can be shared, organizations can be followed, and applications can be easily accessed, all from the help of a Facebook or LinkedIn page.
It's time to plan your post-pandemic recruitment strategy
This pandemic has brought some changes to our recruitment strategies that might stay with us forever. Prathigna.com has embraced those recruitment changes and is ready to help you. You can connect with us for all your sourcing needs. We find you the right talent with desired skills in a timely and efficient manner.
From India, Bengaluru
1. Embrace virtual recruitment software
For the long-term success of organizations, the recruiters need to embrace virtual recruitment, interviewing, and onboarding. Since work-from-home has been the latest trend, it is very important to support a virtual recruitment process. Instead of relying on one single tool, recruiters need to look at other solutions, creating an efficient process that supports & nurtures their recruiting efforts. To stay competitive, below are some of the tools that recruiters need to embrace:
• Applicant Tracking Systems
• Interviewing & Screening Software
• Digital or Paperless Onboarding Software
• Performance and Goals Platforms
• Employee Engagement Surveys
Many staffing companies have already chosen digitalization for initial screening. By accepting tools such as digital and paperless onboarding platforms, job management boards, and applicant tracking systems, recruiters can take their recruitment process to the next level.
2. Review Your ATS
Check whether your Applicant Tracking System is built to screen for and communicate with your ideal candidates. Your ATS must be easy to use and the one that should be saving your time with features likes Interview Scheduling, Video Interviewing, & Interview Feedback. Also, ensure that your ATS is easy to communicate with the candidates so that they apply to your open roles. Your ATS should also allow you to re-engage with past applicants & integrate with top job boards for fast posting and cast a wide net for talent.
3. Embrace Digital Recruiting Processes
Many recruiters, staffing companies, employment agencies have already welcomed virtual interviewing tools. This method helps reduce time to hire and eliminates geographical barriers. You can interview candidates from anywhere in the world. Final interviews can be both in-person conversations and virtual conversations, plus virtual meetings don't have to be conducted on the same day but can be scheduled a few days before or after the visit. This will help the candidates with increased transparency from hiring companies’ company information. Companies can now share information about their work environment and company culture quickly via virtual tools like Zoom. Candidates do not have to travel or commute to an interview.
4. Recruit & Hire for Flexible Roles
Post-Pandemic, many employees prefer a flexible work environment, it may be a hybrid option of partially remote, partially in the office, or the flexibility to choose their working hours. Shifting your business to a more flexible workforce will save money by hiring at scale for contingent workers.
5. Focus on employee Retention
When sourcing the new candidates, ensure you keep the existing ones happy. Make sure you provide the right support and tools to the existing teams so that every employee feels satisfied and can succeed in their role. Companies may need to go through an evaluation of their current pay rates & incentives to retain quality candidates. If you are having any trouble filling a position, many companies may need to provide sign-on bonuses. Thus, by investing in your existing talent, you save your company's time and money.
6. Using Social Media for Job Applications/Promotion
After this pandemic crisis, social media is now starting to play a larger role in recruitment. Another significant transformation that came from the COVID-19 pandemic is the power of social media in job applications and promotions. Earlier not many people used social media the way people use it now, and it will remain a constant as this generation is dependent on marketing & social media channels. Therefore, social media will remain an important player in recruitment strategies and in promoting a company's culture. With almost 90% of job seekers seeking jobs on their mobile phones, sharing your company’s job openings, company information, & benefits information on social media platforms guarantees that a huge audience will see it. Job vacancies can be shared, organizations can be followed, and applications can be easily accessed, all from the help of a Facebook or LinkedIn page.
It's time to plan your post-pandemic recruitment strategy
This pandemic has brought some changes to our recruitment strategies that might stay with us forever. Prathigna.com has embraced those recruitment changes and is ready to help you. You can connect with us for all your sourcing needs. We find you the right talent with desired skills in a timely and efficient manner.
From India, Bengaluru
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