New Trends in Recruiting and Selection due to Covid 19 Pandemic
There is huge demand for tight labor market in the
world nowadays. The employers all over the world are engaging in their own
recruiting strategies to attract young talented tech driven workers to them. But
spending lots of time on hiring people make managers exhausted. As the result
most of organizations were searching solutions for an unbiased well- structured
techno- based recruiting process. (O’Connell, 2019). Because of effects of
global pandemic situations, implementing and operating web -based tools for
recruiting process has become essential all over the world. Although digital
transformation has been in process for couple of years even before covid
pandemic this sudden pandemic situation catalyzed the requirement of
digitalization. Most of organization change their recruiting strategy from
traditional interviewing and assessing in to virtual recruiting and remote on
boarding the employees. Although this sudden change was challenging for talent
acquisition teams, it opened the doors to bring more benefits to the organization.
Recently the business organizations have focused their strategies on virtual
recruiting technologies, attracting talent to remote candidates, insider
talent, diversity, equity and inclusion. (Maurer, 2021)
Be a choice of employees to attract talent
To overcome profound impact on the labor market due to
covid 19 pandemic, business organizations focus to attract competent potential candidates as well as
retain insider talent for a long time. Improving the employer brand, developing
virtual hiring processes, clarifying the talent data, training on virtual
interviewing, on boarding, internal mobility and showing empathy and compassion
make the business organizations more competitive among the peers. (Maurer,
2021)
Developing insider talent
Global pandemic situation worsened the global economy
and business organizations had to take measurements to protect themselves and
existing employees. Their strategies and policies focus to minimize the cost.
The limited production in goods and services caused to decrease the
profitability and had to bear additional costs for the sake of employees’ well
being. Freezing new recruitments, redundancies, payee adjustments, shifting to work
at home or hybrid working environments are taken as tools to control the bad situation.
Controlling the cost has become crucial
factor. Since recruiting and selection process is
costly to the organizations, they needed to reduce their hiring budget. Focusing
to train and develop existing employees and identifying the talent most
appropriated within the organization, lower the cost and time. Motivation
increases the employee engagement, retention and performance in long term.
(Maurer, 2021, CIPD, 2020)
Virtual Recruiting Technologies
The virtual and automated interviews have become the
popular recruiting tools replacing in-person touch points. Time and cost savings, streamline the hiring
process to recruit diversified work force, attract better talent going beyond
geographical boundaries are beneficial to the business organization.(Healy,
2020 cited in Maurer, 2021) But some researchers has shown that how much
virtual recruiting beneficial to the organization ,people will go back to face
to face interviews when the pandemic is over because ultimately people like to
being socializing with each other. Obviously this is a controversial opinion.
To empower virtual interviews in the world organizations
has to move toward platform or staffing
software such as Vdcruiter, Willo, Hireflix,
my interview, zoom, skype, Harver…etc. To select most appropriate interviewing
software or platform, considering user
interface, usability, integration and worth for value are important. The one
way and two way ability, written and recorded questions, time control easy set
up and adoption are some advantageous features of these platforms.(Reitsma,2022)
But some
companies use newest technologies as their strategy have lengthen their hiring
process up to use artificial intelligence (AI).They believe adopting to the
robotics in recruiting help for taking un-bias effective recruitment decisions
and time and cost saving. The Tengai HR Robert introduced by Sweden based company
has become an emerging corporate recruiting tool in the world. According to the
company this interviewing robot make hiring decision based on soft skills and
personality traits and facts. (O’Connell, 2019)
Figure 1 Trend of Recruiting using AI (The litter Annual, 2019)
DEI role models
The researches have disclosed that potential employees
make their job decisions based on their perceived values and assessment about
organization. To be attractive employer in the market some business
organizations use DEI business model as a strategy. DEI means Diversity, Equity
and Inclusion. Introducing DEI model, organizations view at themselves in every
aspect such as practices, policies, processes and every business unit and
department. This model focus on people. The high sense of belongings,
empowerment and inclusion make a highly engaged employee. Diversified team bring
different talent, skills, knowledge, experiences and abilities to the company. Therefore
creating talented and diversified pool of candidates, select and recruit most
appropriate people, integrate them with organizational culture, process and
policies and finally offer better service customers are important in this
model. Due to the pandemic, progression of DEI factors slowed at in every
organization. As some examples decreasing
women representation in labor market, laying off employees voluntary or
involuntary, freezing new recruitments can be shown. (Orchard, 2022, O’connell,
2019)
Reference
CIPD (2020) Embedding new ways of working, implication for the post pandemic workplace, [online] available at http://www.cipd.co.uk accessed on 20th April 2022
Maurer, R (2021) 2021 Recruiting trends shaped by the
pandemic, SHRM, [online], available at https://www.shrm.org/resourcesandtools/hr-topics/talent-acquisition/pages/2021-recruiting-trends-shaped-by-covid-19.aspx
accessed 0n 19th April 2022
O’connell, B. (2019) Five recruiting trend for the
decade, SHRM [online],available at https://www.shrm.org/hr-today/news/all-things-work/pages/five-recruiting-trends.aspx
accessed on 19th April 20222
Orchard, C. (2022) How to build your DEI hiring strategy in 2022, [online] available at http://arc.dev/employer-blog/dei-hiring-strategy accessed on 22nd April 2022
Reitsma, T. (2022) 10 Best video interviewing
platforms for virtual interviews 2022, people
managing people, [online] available at http://peoplemanagingpeople.com/tools/video-interviewing-platforms
accessed on 20th April 2022
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Diversity and inclusion
ReplyDeleteDiversity and inclusion is another area of growing focus for HR leaders that directly affects talent acquisition and recruitment. Statistics show that businesses with a diverse workforce and inclusive workplace have better productivity and profitability. Many organizations are looking to boost the diversity of their workforces and recruiters are responsible for identifying and including a wider diversity of candidates in the talent pool.
These goals bring potential challenges, such as a racial or gender bias for or against certain candidates and neglecting
According to (Przytula, 2020) All the strategies and plans that were formulated before the epidemic, need to be revised, changed, and rearranged. Over the months, various organizations have been testing several solutions that could serve as a benchmark and a point of reference for others and in restructuring their own human resource policies.
ReplyDeleteReference
Przytuła, S., Strzelec, G. and Krysińska-Kościańska, K., 2020. Re-vision of future trends in human resource management (HRM) after COVID-19. Journal of Intercultural Management, 12(4), pp.70-90.
Before the pandemic, many companies used virtual job interviews only as a last resort. Face-to-face interviews were considered the norm to an extent that some recruiters would rather reschedule or cancel an interview than do it online. Now, many employers realise that virtual recruitment is not only more efficient – it is the way forward. Online job interviews save time and money both for the employer and the candidate, and allow for a quick and effective recruitment process.
ReplyDeleteCOVID-19 is changing the way employees learn and work across the world. With more and more organizations shifting to remote working, remote training, newer learning tools are being adopted to sustain learning during the pandemic. So much has evolved in the L&D space since the beginning of the outbreak that learning and development professionals have had to abruptly adapt to frequently changing circumstances. This has required measures such as canceling of face-to-face events, digitizing of training, and more. With remote working becoming the new normal in today’s pandemic-hit world, virtual training for remote workers is going to see a sharp upward trend in the future. Embracing this new virtual training approach that focuses on reconstituting the content delivery approach and adjusting the standards for learning goals will only lead to a rise in virtual training investment across the board.
ReplyDeleteDue to Covid 19 pandemic, a lot of companies has faced issues with recruitment. Because of that, the popularity of the historic method of the physical interview has decreased. More companies adopt virtual recruiting technologies; shift talent attraction efforts to remote candidates; consider internal talent pools; and focus on diversity, equity and inclusion. The best recruiters take the opportunity to add new skills, adapt as needed, and show their value to the organization (Maurer, 2021).
ReplyDelete