Recruitment Strategies Post Covid-19

Posted On: Sep 27, 2021

With the pandemic sweeping across the globe, each industry is facing its own set of challenges and setbacks, and the recruiting arena is no exception.

With the progressive return to activity and with the new normal as a reality, many companies are struggling to adapt their human resources strategy to meet the changing needs of their staff in the post-Covid-19 world. In these tough times, it is necessary to have a clear strategy about who will be hired, what the work modality will be like, and how the process will be managed from the job posting to the onboarding of the new team member, etc.

That is why today we bring you this article so that you can start planning your new recruitment strategy post-covid:

Profiles to look for: focus on new qualities

As working dynamics are not the same in remote working, the personality traits and qualities to look for in a remote employee also differ. New employees need to know how to work effectively remotely. Therefore, it is essential to consider two qualities while evaluating the profiles of various candidates: communication and autonomy. Remote communication is vital, so employees must have good communication skills. At the same time, remote workers must be able to work independently and carry out their missions efficiently without being at their manager's side.

The job offer: precise job description

The description of a remote workstation is different from the description of a “standard” workstation because the working methods are different. In particular, it must include a specific description of the teleworking policy. For instance, is it 100% remote work, or will the employees have to go to the offices on certain occasions? Being precise in the job description on the requirements and the company policy allows HR teams to avoid wasting time with profiles who would be looking for other things because only people in agreement with these conditions will respond to the offer.

Integration: reinforcing the integration stage with the teams

While working remotely, this phase should not be neglected, on the contrary. In business, relationships between colleagues are created mainly in informal moments: coffee breaks, discussions after a meeting, lunch, etc.

In teleworking, these exchanges are less spontaneous. Thus, the manager here plays a key role in the integration of new employees by helping them to take their place within the team and the company. HR must set up regular follow-up with new recruits to ensure their successful integration. Finally, other actions such as sending a welcome pack to their home, or defining an ambassador/sponsor within the team, can also be implemented to facilitate remote integration.

Don’t forget to build your brand: employer branding

The company’s brand and Employee Value Proposition play a crucial role in the recruitment process. If you want a potential candidate to connect with your company, you have to build a brand that sets itself unique. And, building your brand essentially boils down to these 4 steps:

• What do you expect the new candidates to learn about your company?

  
  

• Which aspects of your company will appeal to applicants?

  
  

• Are your company values and mission embedded with your recruitment workflow?

  
  

• How will they benefit from your existing website and social media accounts?

  
  

While you might review some steps as you pivot your brand, you must consider each aspect as you shape your brand identity.

Technologies in favor of recruitment strategy

Being an HR manager with thousands of work to do, you should consider using software that integrates everything. The AI-based software will do your traditional paperwork (resumes included) digitally. And, will help you optimize all your processes by improving hiring times, maximizing efficiency, and enhancing your employer brand image as well.

For instance, human resources software such as Zyre.ai, integrated with proprietary AI bots, is a powerful hiring platform that optimizes your hiring cycle - from job posting to short-listing to interviews and scoring; helps you find the right fit for your HR requirement. Similarly, when you decide to hire someone, both the exchange of documentation and the onboarding can be done from the same place, so the entire cycle of your hiring process stays in Zyre, along with their documents and personal information.

In a nutshell

While there may be some downsides to this new teleworking lifestyle, the great advantage is in terms of quality of life. In this model, professionals are spending time with their families, getting more involved in their children's education, and having more time to study or invest in hobbies.

This is a dynamic shift in the way the traditional “work-life balance” is viewed. Moving forward, HR leaders must recognize the value of having families at the center of our society and provide opportunities for their teams to navigate that priority. There is no doubt that the world of work will be different forever. And while the global pandemic has resulted in a terrible tragedy, we must be able to look ahead and be prepared to adapt to the new landscape.