Delaying recruitment due to pandemic shows outdated hiring practices
Social media has been inundated with jobseekers who are #ReadytoWork. But despite what may seem like an endless list of job opportunities on the market, it’s obvious that some companies are not #ReadytoHire.
If financial uncertainty is driving your company’s delay right now, it’s understandable (although we strongly encourage being honest and transparent with a job seeker).
But if your company is delaying or halting recruitment because you don’t believe you can find the “right” hire virtually, your company’s outdated hiring practices will hurt your ability to recruit the top talent.
The hiring process is a marketing tool for your company. Taking an old-school approach to hiring may tell job seekers that your company and its brand:
- Embraces a myopic and passive culture
- Has an inability to adapt
- Doesn’t value technology
- Is willing to hire mediocre talent
- Is willing to waste time and resources
So and toss out those antiquated hiring methods and get up-to-speed with the 21st century hiring tactics.
If you’re struggling to find top talent, you are doing something wrong. Finding top talent has never been easier thanks to recruitment marketing and social media. Through a recruitment software, you can easily capture a larger number of skilled applicants through automatic posting to job ads, career pages, external job boards and social media.
Utilizing labor market analytics, it’s effortless to find the perfect candidate based on specific skills, identify locations to hire remote talent and diversify the candidate pool.
Or, if a former candidate made a great impression but didn’t quite make the cut, you can use your applicant tracking software (ATS) to resurface their profile and re-engage them for a new position.
Face-to-face interviews will no longer be the norm moving forward and how a company adapts its interview process will define its culture and brand.
Between Teams and other collaboration tools or video interviewing capability from an ATS solution, offering convenience helps not only the applicant – but the hiring team, as well. It saves time and costs, as video interviewing is known to be a better management of time and you clock in only time used during interview and eliminate travel costs.
Through hiring technology, you also have the ability to maintain a collective calendar and interview scheduling between your hiring team and applicants.
In addition to adding hiring technology to the recruitment and interviewing states, a Gartner poll found that 85% of organizations are utilizing new technology to onboard employees.
One of those reasons may be because a hiring software makes it even easier to convert an applicant to an employee.
Using a paperless, onboarding software helps both the business manager and the HR department integrate a new employee or group of employees seamlessly into the organization by rolling all the applicant’s information into a new employee record and setting them on track for scheduled onboarding activities with the click of a button. Using onboarding software also prevents the headache from the applicant to provide duplicate paperwork.
Set them up for success
Especially with more and more employees beginning their careers working remotely, the need for employers and management-level guidance throughout the first year will be even more vital than ever.
Investing in a performance management system can improve performance and cultivate a more positive employer-to-employee relationship by providing constant feedback, accurate assessments and documentation and setting and tracking individual and collective-based goals.
Integrating the employee into your team culture can also be achieved by tapping into that creative side. From using virtual team building activities and icebreakers to acquainting them to staff by adding a “Who’s Who” section to shifting performance goal-setting and employee evaluations for a remote context, companies all over are adapting and engaging new employees early.
What’s next for recruiting efforts? How is your company adjusting its hiring approach to the pandemic? What tips and advice do you have?
Let us know!