The COVID-19 pandemic is quickly altering how we do business. People are experiencing restrictions on physical interaction and movement, forcing some companies to close their operations temporarily. Others have to settle for working from home to continue meeting customer demands.
With the pandemic stopping economic activity in many sectors, some companies have slowed down their talent acquisition, recruitment, and retention efforts. The International Labour Organization has predicted that COVID-19 might push almost 25 million people into unemployment.
The Effects of COVID-19 on Recruitment
However, your organization might not find any reason to stop hiring. When you’re still recruiting at this time, you will likely face the following issues:
- Need for more remote workers. Because of the pandemic, your company might have closed its offices and started working remotely. You will need applicants who are willing and able to work from home as well.
- No face-to-face job interviews. Since offices are closed, you can’t ask candidates to come to the office. You must be ready to conduct remote interviews.
- Remote onboarding. You can’t invite new hires to come to the office to orient them about your company culture and processes or introduce them to their teammates.
- More open applications. You’ve stopped hiring uauntil the situation normalizes, but a lot of applications have come in, waiting for your attention.
- People are less open to changing jobs. People value security during the crisis, and they may prefer to stay in their current jobs than look for a new one. You might have a hard time finding candidates to fill a vacancy.
Managing Recruitment Processes During the Pandemic
Despite the limitations, it is still possible to attract and recruit talent during the pandemic. Here is how:
Choosing a Method for Job Interviews
You have three options for conducting your interviews:
- Phone calls
- Live video interviews
- Recorded video interviews
Most recruiters prefer video interviews over phone calls, as there is a variety of free video call software they can use. However, there is no one-size-fits-all approach. It would be beneficial to give your candidate a choice on what method to use.
Creating an Online Onboarding Process
Digitize all the materials you would usually hand a new hire on their first day: the company handbook, videos about the team, a manual for processes, etc. Compile this information in one place and create a schedule that guides employees on what they’ll do for the day.
Simplifying Your Recruitment Process
During this crisis, it’s essential to have the latest recruitment tools to help you sort through applications while maintaining an excellent employer brand. Tools like candidate tracking software can help you to screen candidates, communicate with them about the status of their application, and ensure that the information is accessible to managers.
Tapping into Your Passive Candidates
Get the attention of people who are considering a position in your company but are not actively applying. Use paid ads, referrals, and social media channels to connect with passive candidates and encourage them to apply when the situation normalizes. This way, you have a pool of interested candidates to choose from instead of waiting for applications from scratch.
As a recruiter, it’s clear that face-to-face methods won’t work while everyone is requested to stay at home. However, it doesn’t mean that you should stop your recruitment efforts. With innovative solutions, you can hire high-quality talents, onboard them, and improve your brand without needing to leave home.
