Recruitment is all about finding the best candidates, no matter what the circumstances are, but with the Covid-19 Pandemic, certain elements have changed, causing ripple effects throughout the industry, and as we know, things that affect the recruitment business then affect all the other businesses that require recruitment.
Some changes are positive and some are negative. Hopefully the positives will stay and the negatives will leave, but we shall see. Having your finger on the pulse of recruitment should stand you in good stead for the future.
Virtual working and virtual hiring look set to stick around a while longer. As much as it makes the process of hiring feel unreal and in some ways diluted, many companies are carrying on, and, with no real end in sight for Covid-19, the HR/safety concern is understandable. Of course, this way of doing things is also driving jobs to the market for people to handle the tech responsibilities so that is keeping recruiters busy.
While this is driven by Covid-19 safety, many companies have still not gotten to grips with how to hire this way and especially not how to present the organisation as well as it possibly can be presented. Rushed interviews, distracted interviewers and technical glitches all contribute to a bad impression. Remote hiring is no joke and may well be the new normal so everyone should be taking it seriously.
Inclusivity and diversity has always been an important topic in need of serious thought and action but the pandemic has shone a light on just what companies have been doing to make this a reality. Which the changes brought, there is no better time than now for an organisation to reassess its core principles. The new generations are looking to businesses to demonstrate that they care, and they are willing to vote with their feet if they feel the effort is lacking. This requires leadership and if they do not see that leadership, worker retention plummets.
Mental wellbeing needs to be supported, especially when workers are communicating their isolation during Covid-19. This is another conversation that has been a long time coming and now that it is being had, businesses are seeing how they have been lacking. After the pandemic is over, the offer of counselling and therapy, as well as the positive aspects of flexible working, should continue.
Businesses are waking up to the fact that overworked and overstressed employees, close to burnout, are not the most productive and that their depressed feelings can impact the rest of the team. If a recruiter cannot allay any concerns regarding these workplace processes, then you will lose that candidate.
As we have learned from the past few years, anything can happen so plans should be put in place for many eventualities. Being adaptable is paramount these days and when you encounter new responsibilities or even new job descriptions emerging during difficult times, one should be ready.
In addition, learning and training has been pushed to the fore, as job roles are reassessed and worker retention is prioritised. Those who already consistently learn and update their skillset are already ahead of the game. Recruiters are looking for that pro-active approach now more than ever.
With reassessment has come the realisation in some companies that they really required part-time employees in some roles, or temporary recruit for a select period of time. This kind of flexibility has created some new roles and done away with others. That kind of working works for some employees and does not work for others. Recruiters need to be upfront about what is really on offer so that the candidate can make up their mind quickly whether it is for them or not.
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