Recruitment in the New Normal
Prior to the COVID-19 pandemic, recruitment typically involved inviting candidates to the office, interviewing them, then eventually onboarding them to the company in person. However, due to physical limitations caused by the pandemic, companies were forced to modify their recruitment processes to ensure the safety and health of both candidates and employees. Remote or virtual hiring has then been implemented even up to this day.
Of course, it goes without saying that virtual recruitment processes are different from traditional ones, which begs the question: are companies sure that their old recruitment methods are effective in the new normal? In this blog, we’ll look at how digital recruitment can be the best way to recruit talent amidst the pandemic, and why companies need expert advice when making hiring decisions.
The new era of recruitment
In the Philippines, 98% of local organizations implemented HR changes during the pandemic, with 74% moving to a work-from-home (WFH) setup. The health and economic risks caused by the virus outbreak have prompted companies to modify their physical operations. As an alternative, HR leaders employed HR technologies to streamline their daily tasks and give them enough time to work on other pressing matters expected from their role.
Technologies such as the cloud, artificial intelligence, and automation have been significantly useful to companies when reimagining their HR processes. For instance, there are now programs and systems made for payroll, project management, collaboration, and even attendance―all of which help HR leaders determine the wellbeing of employees and address their needs and concerns in a remote work setting.
Of course, many companies have also employed technologies to simplify their recruitment processes. Among the many recruitment tech trends this year is a specialized software designed for applicant management―it stores candidate records, sends out job offerings, and tracks applicant status. HR leaders have also turned to collaboration tools such as Zoom or Skype to conduct interviews and re-evaluate candidates through recorded sessions.
Industries such as e-commerce, online education, and financial technology―all of which are tech-driven, to begin with―are able to greatly benefit from these technologies, so much so that their hiring rate increased amidst the pandemic. They’ve also shown that they’re ready to take on more employees based on the high demand for jobs that fit their industries.
These technologies prove that although physically limited, companies can still manage remote recruitment processes. Transitioning from traditional to modern recruitment methods may be a challenge for some, but it need not be if companies look for the right resources in the right places.
Finding a reliable partner
Modifying the recruitment process can often be tedious. Therefore, companies need to set goals to systemize their operations. These goals should include readying the hiring process, improving the brand and candidate experience, and developing an engaging strategy for accepted employees, among other things. If it all sounds too complicated, companies can just as easily seek help from HR experts and outsource recruitment services.
Recruitment service providers like Q2 HR Solutions are willing to help companies meet the seven elements of recruitment: workforce planning, requisition, sourcing, pre-screening and assessment, interview and selection, offer management, and onboarding. This full cycle of recruitment is part of Q2’s Recruitment by Design service, which helps companies improve their hiring processes and onboard employees who meet their requirements and qualifications.
Q2 is ready to lend a hand to busy or struggling companies in this new era of recruitment and business. After all, we have more than 20 years of experience in HR―it’s no stranger to changing trends.
With recruitment processes changing in the new normal, companies should learn to build and value partnerships to strategically whether the pandemic. Moreover, companies must learn to reimagine their operations to keep up with the times, even if it means employing technologies that they have never tried before. By doing so, they’ll be able to survive and thrive in the long run.