After a Pandemic, You Need to Adjust Your Recruitment Strategy in These 5 Ways

The early days of the COVID-19 pandemic instigated considerable apprehension, and as a result, many enterprises established agile working schedules for their workforce. This approach enabled staff to adhere to social distancing measures while simultaneously accomplishing their tasks, oftentimes succeeding more productively than traditional in-office setups.

A number of enterprises elected to persist with certain aspects of their strategies implemented during the outbreak period owing to its efficacy. As a result, firms are either entirely eliminating or considerably downsizing their physical office location, or retaining select premises open, but giving their employees the choice to attend.

The shifts in the job market and tech developments pre-pandemic and presently have presented recruiters with a fresh set of obstacles to contend with. In this piece, Works investigates five areas where recruiters may need to reconsider their approaches.

Be Receptive to Novel Concepts

Although remote work was not a new idea, the COVID-19 pandemic expedited its uptake and increased its appeal. Workers quickly realized the benefits of telecommuting, including less time spent commuting, fewer distractions, and more quality time with their families. Companies also recognized that they could attain comparable levels of output with a dispersed workforce as they could with an in-person one, with the added bonus of significant cost savings through the elimination of physical office spaces.

The non-traditional approach to task completion revealed various benefits. One notable advantage is the capacity to extend the scope of the search for talent beyond the local vicinity. Firms can now seek out skilled personnel from any location worldwide and engage them to work from a remote setting.

The rising demand for telecommuting has led to various US regions competing with more heavily populated metropolises, like San Francisco, for workers. Check out the video below to gain insight into the benefits of these initiatives.

Looking towards 2023 and beyond, it is crucial to take this approach into account during the recruitment process. When posting a remote position, it is important to include the term “remote” in the job title. Additionally, expanding the variety of job boards used may prove beneficial. Moreover, it is imperative to convey the availability of remote working opportunities by incorporating this information into all marketing materials.

Embrace Video Conferencing for Interviewing

The ability to conduct phone interviews is a significant asset for any company, regardless of whether they offer remote positions or not. It makes it easier to determine whether a candidate should proceed to the next stage of the hiring process and can reduce the expenses of recruitment by eliminating the necessity of bringing long-distance candidates in for an in-person interview.

While phone interviews remain commonplace, there is much to be gained from conducting video interviews with potential candidates. Doing so enables recruiters to assess their body language, demeanor, presentation style, and even living environment in certain cases. It is worth noting that no one factor should be used in isolation, but taken together, these can offer a more holistic understanding of the candidate’s appropriateness.

Prepare to Offer Flexible Work Schedules.

Numerous professionals have grown accustomed to working remotely from home or elsewhere since the pandemic. For parents, this offers the flexibility to be there for their children whether they are sick, involved in remote learning, or returning from school. For individuals without children, there are still numerous perks to this setup, such as the opportunity to eat healthier and spend more time engaging in recreational activities at home.

It is vital to contemplate offering your team members the flexibility to work remotely, even if the positions you are filling have not traditionally been remote. For instance, you could opt for a schedule where employees work from the office for three days a week and from home for the remaining two. Alternatively, you could adopt a model where everyone works remotely but has regular face-to-face meetings. The crucial factor is to identify when in-person attendance is necessary and when it is merely customary.

Prioritize Competence Over Formal Qualifications.

As companies become more adaptable, the trend of a remote workforce is becoming more prevalent. Hiring managers are no longer solely considering a candidate’s previous job roles but are instead focusing on the skills they can contribute and the positions they have the potential to fulfil. It is critical to monitor this trend to guarantee that organizations are broadening their talent pools to fresh regions.

Recently, 4 Corner Resources underscored the significance of prioritizing skills over job titles during recruitment. Their blog post highlighted the necessity of abilities like critical thinking, problem-solving and team management, which are fundamental for driving innovation and ensuring workflows progress smoothly. The pandemic has further highlighted the importance of softer skills such as time management and adaptability to enable employees to work effectively from home.

Explore Potential Replacement Employees.

It is worthwhile to consider alternative job arrangements when recruiting, such as hiring temporary or contract workers, offering part-time positions, or agreeing on job-sharing arrangements. These alternatives may provide more cost-effective ways of employing skilled individuals to fill the requisite roles amid the current pandemic.

With the ongoing pandemic causing uncertainty about future workforce demands, it is natural to be apprehensive about retaining employees who were laid off in 2023. In such a scenario, hiring temporary workers, personnel from a temporary agency, or a combination of both may be practical alternatives. Additionally, if business activity begins to increase, it may be plausible to convert some of the temporary staff into permanent positions.

Ultimately, It’s About Making Decisions.

Since it is impossible to anticipate when the next worldwide health crisis or other catastrophic incidents may occur, it is imperative to have a versatile recruitment process in place. This may include expanding the search for potential candidates beyond your local area, accommodating those who require flexible schedules, and considering those with a broader range of skills. This adaptation will ensure that your organization is ready for any future eventualities.

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