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Post-pandemic hiring practices to have on your radar
It’s been repeated ad nauseum that Covid shook nearly every industry to the core, but the pandemic was especially tough on recruiters. While many companies were forced to let some employees go, those looking to hire new talent faced a particularly tough set of challenges. HR managers had to change their interview strategies, onboard candidates remotely, and pooled applicants from long-distance locations – possibly for the first time ever.
But even now that Covid vaccines are widely available and most businesses have reopened their doors, some of the hiring practices that emerged during the pandemic might be here to stay. If you’re looking to expand your team, these post-pandemic recruiting trends should be on your radar.
Keep supply and demand in mind
After nearly 20 million people lost their jobs during the pandemic, the economic pendulum is swinging the other way. Now that companies are reopening, they’re eager to hire new workers that can fill vacant slots at their firms and are getting creative with their hiring practices to stay ahead of the competition. They’re offering higher wages, signing bonuses, and even cash incentives for candidates just for showing up to interviews in fields where this is an unusual practice. One $7 billion manufacturer has even created a training institute for recent high school graduates because they were unable to find enough skilled workers to staff their automated manufacturing plants. Be prepared to sweeten the deal for candidates if you’re serious about attracting new talent.
Virtual interviews are here to stay
If you haven’t already, now is the time to brush up on your Zoom interview etiquette. While recruiters have been holding remote interviews for years (mostly for initial conversations), you can expect interviews to take place almost exclusively online for the foreseeable future. Video interviews are much simpler and more cost-effective than flying in candidates for multiple rounds of interviews, and they allow recruiters to quickly switch from one meeting to the next. You might as well hold onto that Zoom Pro subscription if you’re planning to expand your team.
Elevate your employee experience
After going through a collective crisis, people have changed. They’ve had time to reflect on what’s important in their lives and set new priorities, including maintaining a better work-life balance or working for a business that values them as people. Applicants are weighing opportunities differently, including how companies treat their employees. In fact, a recent Gartner research report found that “65 percent of respondents reported halting the application process because they found some aspects of the job or the company unattractive.” It’s no longer just about the money – it’s about the all-around experience. Consider instituting employee outreach programs or bonding activities, offering a remote or hybrid work option, or extending your business’ paid vacation days. Your employees – and applicants – will thank you.
Automate your hiring process
Video conferencing platforms aren’t the only online tools recruiters turned to during the pandemic. Using automated applicant screenings can improve recruiter efficiency by eliminating repetitive administrative tasks and data entry errors. Narrow down applications to the most qualified candidates by auto-screening applications for keywords or using chatbots to answer quick application questions on your website. Your recruiters won’t have to spend hours weeding through resumes to find someone who’s certified in Excel when they could be looking for a candidate who fits your company culture.
