The initial stages of the COVID-19 pandemic caused significant concern, prompting several businesses to implement flexible working arrangements for their employees. This allowed personnel to maintain social distancing while continuing to achieve their objectives, often with improved results compared to a traditional office-based environment.
Many businesses chose to retain elements of their plans from the epidemic period, due to their success. In response, companies are either fully phasing out or significantly reducing their physical office presence, or are keeping certain establishments open but allowing employees to attend on an optional basis.
Recruiters are now confronted with a new challenge due to the changes in the labor market, as well as the technology advancements prior to the pandemic and at present. This article by Works examines five areas which recruiters may need to reconsider their strategies for.
Be Open to New Ideas
The COVID-19 pandemic did not initiate the concept of remote working, but it certainly hastened its acceptance and growth in popularity. Employees swiftly recognized the advantages of working from home, such as reduced commuting time, fewer interruptions and more family time. Businesses recognized that they could reach the same level of productivity with a distributed workforce as they could with an in-house one, plus they could save considerable sums of money by not having to maintain a physical office space.
It became clear that there were several benefits to these unconventional arrangements for completing tasks. One such advantage is the ability to expand the range of talent searches beyond the local area. Companies can now look for workers with the necessary skills from any part of the world and hire them to work remotely.
Due to the increased popularity of telecommuting, certain regions of the US are now competing with more densely populated cities such as San Francisco for employees. The video below provides an overview of the advantages of such initiatives.
As we look towards 2023 and beyond, it is important to consider this approach when recruiting. Be sure to include the term “remote” in the title of the job posting if it is a remote role. Additionally, it may be beneficial to consider expanding the number and type of job boards utilized. Furthermore, it is vital to communicate that remote working opportunities are available by including this information in all advertising materials.
Accept the Use of Video Conferencing for Interviews
Having the capacity to hold interviews over the phone is a valuable tool for any business, regardless of whether they offer remote employment or not. It can help to determine whether an applicant should be taken forward in the recruitment process, and can reduce the cost of recruiting by removing the need for long-distance prospects to be flown in for an in-person interview.
Phone interviews are still often used, however, the added insight that could be gained from conducting a video interview with potential candidates would be hugely beneficial. This would allow recruiters to observe their demeanor and body language, as well as their presentation style and, in some cases, their living environment. It is important to note that no single indicator should be used in isolation, however, these factors could help to gain a more comprehensive understanding of the candidate’s suitability.
Be Ready to Provide Alternative Work Schedules.
Many professionals have become accustomed to working from home or other remote locations during the pandemic. For parents, this allows them the flexibility to be present for their children, whether they are ill, participating in a remote learning programme, or returning home from school. For those without children, there are still numerous benefits to be gained from this arrangement, such as the ability to eat healthier and spend more time at home engaging in activities they enjoy.
It is important to consider allowing your team members the option of working remotely, even if the roles you are assigning are not traditionally considered remote. For example, you could plan to have staff in the office three days a week, with the remaining two days spent working from home. Alternatively, you could choose a setup where everyone works remotely but has regular in-person meetings. The key is to recognize when physical presence is necessary and when it is simply a matter of routine.
Value proficiency above formal designations.
As businesses become increasingly agile, the trend of the remote workforce is gaining traction. Hiring managers are no longer simply looking at a candidate’s past job titles, but are instead looking at the skills they have to offer and the potential roles they could fulfill. It is important to keep an eye on this trend to ensure organizations are expanding their talent pool to new regions.
4 Corner Resources recently highlighted the importance of prioritizing skills over job titles when it comes to recruitment. The blog post highlighted the need for skills such as critical thinking, problem solving and the ability to manage a team, which are essential to drive innovation and ensure the smooth running of workflows. The pandemic has further emphasized the need for softer skills such as time management and flexibility to ensure that employees can work efficiently from home.
Look into Potential Substitute Employees
It is worth considering alternative employment options when hiring, such as employing temporary or contract personnel, providing part-time roles or job-sharing agreements. These options may offer more cost-effective means of employing competent individuals to fulfil the necessary roles in the context of the current pandemic.
With the ongoing pandemic having caused uncertainty around future demands, it is understandable to be concerned about the ability to retain employees who have been laid off in 2023. As a result, hiring temporary employees, personnel from a temporary agency, or a combination of both may be viable options. Furthermore, in the event that business begins to pick up, it may be possible to convert some of the temporary workers into permanent positions.
It Comes Down to a Matter of Choices
It is impossible to predict when the next global health crisis or other catastrophic event will occur, so it is essential to have a flexible recruitment process in place. This could include widening the search for potential candidates from a larger geographical area, accommodating those who require flexible scheduling and considering those with a wider range of skills. Adapting in this way will ensure that your organization is prepared for any future eventuality.
