Adjusting Recruitment Processes in times of Uncertainty

the new normal

This pandemic has required a lot of companies to become more agile and creative in ensuring their business continuity. This has led various organisations to adjust how they operate一from  shifting schedules, intensifying safety measures and risk reduction strategies, to transitioning to work-from-home operations.

Even the recruitment processes have had to adjust to the “now normal” through digitalisation and mobilisation. As an agile and flexible workforce becomes more valuable than ever before, there are certain changes that need to happen in the way we recruit talents.

In a 2020 webinar hosted by TalentView Asia in May , John Austin joined HR leaders to discuss various challenges the pandemic has posed on the recruitment landscape and what organisations can learn from, and do about it.

Key changes in the recruitment industry

One key takeaway from the webinar is that organisations must rethink how they can continue recruiting during the pandemic. 

The digitalisation of our day-to-day processes has paved the way for many innovations, now that physical distancing, lock downs, and community quarantines are in place, it is more important than ever to digitalise the  recruitment process. The digital disruption has led recruiters to be creative when it comes to hiring talents and making sure that their candidate experience remains engaging.

  • Map the candidate journey and consider new resources needed. For John Austin, CEO of Talegent, it is critical to map the candidate journey because planning is the key to become agile at every step of the recruitment process. He also recommends to consider the novel kinds of resources needed一human or technology一to implement the “new normal” recruitment process. 

  • Consider online job fairs or social media for mass communication. Austin also highlighted the importance of social media and its role for a more efficient communication when sourcing applicants. Since job fairs are impossible right now, and most job seekers use online sources, your best way to source out a potential talent is through social media and online job networks. 

  • Use video interviewing technology. The next thing recruiters should look into is how they can hold interviews in the new candidate journey. As face to face interviews are not feasible currently, they can leverage on video interviewing technologies available in the market. This can be done live or with prerecorded questions. In this manner, you will not only keep the hiring team and candidates safe but also save time and money.

  • Improve candidate engagement and feedback mechanisms. Treating them like your own employees is a simple way to engage job candidates more. At the same time, getting their feedback on their experience can also play a vital role in understanding what needs to be improved and continued especially during these unfamiliar times.

  • Enhance recruitment skills. As for recruiters, this is the perfect opportunity to upskill and rise to the level of new recruiting standards. 

  • Leaders need to drive digital transformation. A recurring theme from the webinar is the critical role leaders play in transforming the organisation during these trying times. An organisation’s leadership is one of the most important factors, if not the most important, in driving digital transformation for the entire organisation including recruitment. 

The competencies needed

Austin and the other leaders in the panel also highlighted the importance of four competencies that are most useful in today’s business environment which are applicable to candidates, business leaders, and recruiters. These are: 

  • Grit - The passion and perseverance for long-term and meaningful goals.

  • Resilience - The ability to bounce back after a crisis in a swift but careful manner. 

  • Conscientiousness - The tendency to be careful and diligent. It also implies a desire to do well and to take obligations to others seriously.

  • Agility - The tendency to quickly adapt or evolve in response to changing circumstances, which is in this case, the pandemic.

Alongside these competencies, the panelists emphasised the importance of having strong recruiting metrics. Knowing what needs to be achieved (or can be achieved) in this unprecedented new reality will help each recruiter navigate the new recruiting landscape.

As a final note, John Austin emphasised the role of data and knowing how it benefits your organisation to tell you how your investments can achieve valuable results like speeding up the hiring process, lowering your cost-per-hire, and increasing employees utilization.  With the emergence of new HR tech, gathering recruitment data should not be as difficult as before.

Watch the full recording of the webinar here:

Reach out to John

How our clients are integrating digital tools into their candidate journey
HR Roles for the New Normal
What should you be asking your candidates in an interview?

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