• October 26, 2021

The COVID-19 pandemic has brought unprecedented chaos that changed the world and the way every industry works. It has drastically changed the recruitment process as well because staying safe was the main concern. The talent acquisition team had to push itself to hire qualified candidates to streamline the projects. While other recruiting professionals had to stop hiring altogether due to the pandemic. The transition from in-office positions to work from home was also observed. Professionals were not fully prepared for it but with learning new technologies and little training, they had to make things work.

Here we have listed top 5 changes in recruitment tactics post COVID-19.

1. Virtual Interview Process

The biggest challenge for talent acquisition teams was to conduct interviews without compromising on safety. Companies started transitioning to remote work but there was a need to source few important positions. Many hiring managers were busy attracting potential candidates to streamline the recruitment process. They started hosting interviews over Zoom and Microsoft Teams. The new way of interviews over video conferencing platforms has now become the new normal. It not only saved time but also helped to deal with safety concerns by following social distancing norms.

Now organizations have made it evident to incorporate virtual technology to interview candidates. However, it came as a challenge for many recruiters. After a year when offices have started opening, recruiting professionals are still choosing to use the virtual interview process to fill most positions. However, final interviews can be a blend of in-person interaction with virtual ones. Hiring managers who were against virtual interviewing are now happy to embrace the idea. However, they have to understand how to make the most of this method of hiring. It offers flexibility to both parties and saves time as well. Virtual interviews are going to stay here in the future as well. However, it does not indicate that in-person interviews will be disappeared.

2. Hiring Through Social Media

It’s been quite a time when social media was around. After the pandemic, it has started to play a significant role in hiring. It has been now used as a major hiring tool to invite job applications from candidates around the world. Job applications and promotions have become a more common practice on social media. It was the tool the companies did not leverage earlier the way it is used now. Even post-COVID-19, it is going to be there forever.

Today’s young people are dependent on social media platforms. Hence, the social media channels are going to stay as a key player in the hiring strategies. Job seekers exist online and they keep looking for jobs on their mobiles. Therefore, it is beneficial to post about the opening on social media platforms and invite applications from the candidates. The company is strategizing the job post and include company profile, employee benefits on social media platforms for a broader audience to notice. It is easy to share job openings, follow the hiring, and accessing the candidate applications, all from the ease of social media page. It has rather simplified the process of advertising job openings while ensuring the reach to a wider audience quickly.

3. Showcasing Company Reputation

Post COVID-19, candidates have become more aware than ever about working scenarios and now companies have to showcase them in a better way. Job-seekers have become more informed about how companies have responded in critical times. They want to get associated with the companies that considered employees' safety and extended their support rather than sticking to the old company. During the pandemic, employers have become the social safety net to lead their staff through a crisis. It will help them with their ability to attract the right candidates in the future as well. Post COVID-19, companies have to sell them to hire the perfect candidates as they have been provided with more remote work opportunities. Now, company reputation will serve as the key in hiring.

4. Redefining a Qualified Candidate

Many recruiters are dealing with hiring challenges that include filling leadership as well as volume positions. Finding suitable candidates have become harder now due to the uncertain economy. While there are more people starting searching jobs post COVID-19, there are people who are still perplexed about being exposed to the COVID-19. It has changed the sourcing tactics to attract the right candidates that will continue in the future as well. Companies need to analyse the current pay rates and incentives to bring the potential employee on board.

In this endeavour, organizations are working on rebuilding their talent pool. The fluctuation in the candidate pool has forced the recruiters to redefine the ‘qualified candidate’. Searching for a candidate has become more critical now. Now hiring managers want to find out what is that a candidate looks for in his new job role. The idea of bringing candidates with less experience is also welcomed because companies are ready to train them to be a suitable candidate for their department. Hiring companies have started reanalysing what makes up their credentials for the perfect hire. In redefining what recruiters observe as the perfect candidate for their organization, they provide their company with a diverse candidate pool.

5. No Longer Location Constraints

COVID-19 has pushed many organizations to shift their operations online; partly or entirely. Location is no longer a limiting factor for various business transactions encompassing talent hiring. The search for ideal candidates was based on limited geography. But now, companies are utilizing the opportunity to access a bigger talent pool. Remote working is the new trend and now people are being accustomed to it. Therefore, candidates are ready to explore more opportunities despite the location because companies are looking for candidates to fill hard-to-find job roles. It has given a rise to hiring talented people for recruiting companies. This trend is going to continue in the future as well because most of the companies have streamlined their process to encourage remote working. Location constraint is no longer there and this unpredicted change is now welcomed by companies post-COVID-19.