It's fair to say that 2020 shook up recruiting, along with most other sectors, accelerated by the COVID-19 pandemic, changes in hiring process that were expected to take years have been produced in just a few months.
But now that we're almost halfway through 2021, these changes are likely to stick. Out of necessity, many employees were forced to work from home for most of the past year.
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This need has created new opportunities, and many companies have realized that business can continue no matter where their teams are. Now, many organizations are taking an increasingly hybrid approach to the workplace.
But what does this change mean for the future of hiring? In short, digitization.
1. The rise of hybrid work:
Thanks to the pandemic, the traditional hiring process has changed. Recruiters today are struggling to adapt to remote hiring, which means virtual recruiting is going nowhere.
Last year, many companies took a haphazard approach to hiring, rushing to fill talent gaps in a panic.
However, digital recruiting solutions such as online assessments should not be seen in the short term just for the COVID-19 era.
Instead, they should be part of a long-term hiring strategy. Virtual recruiting requires as much care and attention as traditional hiring options, and retention should always be a top priority.
The cost of a bad hire is monumental, so getting a good hire the first time is essential.
With hybrid working on the rise, many companies are now casting the net as well when recruiting new hires.
As a result, recruiters must embrace recruiting technologies like AI to improve the recruiting process and the efficiency of recruiting.
For example, algorithms and AI can automate the CV screening process to ensure all candidates are responded to and even schedule interviews.
Candidates expect a more seamless experience when applying online, and in 2021, there are no excuses for clunky application processes or not getting back to candidates.
However, despite advances in technology, it is vital to keep recruiting staff. Focusing on candidates builds a lasting workforce, which is why an effective hiring process must include people at both ends.
Rather than replace the human connection, AI should complement the hiring process by sifting through data quickly, transparently, and without error.
2. On-Screen Talent Screening and Screening:
Although hiring has changed over the last year, the process itself follows the same steps, but with improvements to ensure virtual hiring.
Social networks and online job portals have long played a crucial role in the search for candidates and will be essential in remote recruitment.
For high-level positions that may not be advertised due to sensitivity, social media platforms can be used to scout talent, pooling your connections and experience to find the best candidates.
Since new hires are now less likely than ever to interact with recruiters prior to onboarding. Post-2020 recruiting must also be able to effectively screen and screen talent remotely.
As a result, there is a growing demand for online aptitude and psychometric assessments as recruitment tools.
When hiring remotely, it is important to translate the culture and values of the organization into tests to determine if a candidate will be a good fit for the company.
Even with advances in technology, this selection process can be time consuming and requires close attention to ensure that only the best candidates apply for the position.
3. The last obstacle
With remote hiring becoming the norm, we can expect in-person job interviews to become a later stage in the hiring process when both recruiter and candidate are confident the position is a good fit.
Therefore, it is vital for recruiters to maximize the new assessment tools available to facilitate virtual recruiting.
Unlike phone or email interviews, video interviews give the recruiter a more complete perspective on potential candidates.
With video conferencing now widely accepted, the interaction can still be personalized and used to establish a connection. Since digital interviews don't involve travel, they're also easier to schedule.
Also, everyone's time is valuable, from a candidate's perspective, it's much easier to find time for a virtual interview, which means they can accommodate availability.
4. Taking the hiring process further
To ensure the quality of new hires, it is imperative that organizations take the time to adapt the hiring process to the new, more digital way of working.
But why stop once the new hires have accepted the job offer?
To retain candidates, the same efforts should be made in post-hire talent acquisition as in the pre-hire onboarding process.
When done right, remote recruiting can not only save time, lower hiring costs, and provide opportunities to expand your candidate pool. It can also ensure that companies RETAIN staff.
After all, isn't that what good recruiting is all about?