Hiring in a COVID World

The world of human resources has not stopped in the face of COVID-19; for many of us, it’s business as (almost) usual. As we adapt to working from home and using new technologies, businesses have continued to seek new talent, are recruiting, and hiring much like before the pandemic struck. Despite best efforts, traditional recruitment methods aren’t having the same results they once did. Many organizations are seeing the use of ATS systems and traditional interview tactics fall short of expectations.

Despite the frustrations that come with remote recruitment, there is a silver lining. In the face of unexpected challenges, HR professionals and leaders have been presented with an opportunity to reassess and rebuild recruitment with modern technology in mind. COVID-19 has changed the face of employment in the U.S., and with it, the face of recruitment. Here are five things businesses should take into consideration as they rebuild their recruitment efforts and prepare for a post-COVID world.

1.  Review your process.  As with any new process, taking stock of current tools and what should change is the first step. The use of technology has become the norm in our society, but many businesses are finding that ATS systems and other, more traditional, tools are more geared toward in-person interactions and less effective in a virtual world. Take time to evaluate your current processes and decide where change may be needed.

2.  Make the most of available technology.  While some technology has proven less than useful in remote recruiting, others are developing quickly to fill the gap. Utilize tools such as virtual job fairs, and university job boards to recruit fresh, talented candidates. While you may feel restricted in your selection, the truth is that the internet makes candidates more accessible than ever before. In addition, interview tools such as Zoom, as well as platforms intended for video interviews, make the virtual interview process more seamless than you might expect. Take advantage of modern technology to connect with the best possible candidates, across the country.

3.  Be Intentional.  Clear and intentional advertising and communication are more important than ever in finding the best possible candidates. Advertise positions on every platform possible and ensure that you communicate expectations and flexibility as clearly as you can.

4.  Stay flexible.  As we have adapted to COVID-19, it has become apparent that intentional flexibility will become more a part of our lives than ever before. From understanding fears surrounding COVID to adapting to new work environments, flexibility is more important than ever. This is doubly true for the interview process. Things look different on both sides of the table and as we prepare for the next steps it is important to allow flexibility in scheduling, interviewing, and having an employee begin a new position. No matter how you plan for the employee to begin (whether remotely or in person), keep in mind that flexibility is key to the success of integrating a new employee.

5.  Do your research.  Lastly, do your best to be aware of changes to laws at the local, state, and federal levels. These laws could affect your hiring process, and with COVID-19 playing a factor in employment, there may be a need for adjustments on the part of your organization to comply with legislation such as the ADA. Keep in mind that flexibility may be key to maintaining compliance. Understand what the expectations are and work with your employees to ensure that you are acting in their best interests and the best interests of your organization.

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