COVID-19 shook the world in so many ways that it will take us all a long time to recover. Nevertheless, the pandemic also gave business management a positive shake that has pushed us in a more efficient direction—including recruitment.

With the help of technology, many businesses had to make a rapid switch to remote work. While recruitment was temporarily put on hold, for many it is now time to start hiring new candidates. Recruitment has changed and for a business to find the best talent and successfully hire them, they can’t afford to fall back on previous methods.

So how do companies and recruitment agencies begin their recruitment after COVID-19? We have put together 8 vital tips to ensure your business doesn’t get left behind.

#1. Invest in HR and recruitment software

Because of the changes in regulations regarding how certain business carry out their daily operations, not advancing with the times is a recipe for failure. For a small business, email and Skype or Zoom might be sufficient. For medium to large businesses, the right ‘heavyweight’ supporting technology is crucial.

This might be a huge leap out of your comfort zone but things like AI and machine learning isn’t going to replace the ‘human’ in Human Resources but it will save a serious amount of time in your screening process. As will a robust applicant tracking system (ATS). HR needs to have the right software to maintain communication with candidates in a fast, reliable, and professional manner.

#2. Identify your skills gap

Whether it’s in specific teams, departments, or across the business as a whole, there will undoubtedly be skills gaps. Before you begin to recruit, you need to understand exactly where your business is lacking skills. This way, you can hire people who are going to fill the gaps and allow your company to grow. Knowing precisely what skills your business needs allows you to create an accurate job posting and you will know what skills to screen applicants for. This sounds obvious but sometimes the basics are missed.

#3. Expand your recruitment marketing but streamline your interview process

LinkedIn is the go-to site for many companies but it’s a mistake to build a recruitment strategy just on LinkedIn. Facebook, Instagram, and Twitter have a combined audience of around 4.9 billion. Look at the role you have to fill and, if it’s a remote position, take advantage of this global audience to reach out to an even greater talent pool. Reddit, Meetup, and Doximity are newer platforms that will help you refine your search.

As the number of applicants increases, it will be an absolute must to streamline the interview process. Using software to screen candidates can narrow down your selection. However, you can also consider group virtual interviews to further speed up the process. Recruitment managers no longer have the luxury of weeks to make a decision. The longer you take, the greater the risk that the perfect candidate is taken from under your nose.

#4. Prepare candidates for virtual interviews

It’s not only you as a recruiter who has to adjust to virtual interviews. Candidates too will feel nervous about this new process. When candidates are nervous in an interview, you aren’t going to be able to see their true abilities. These nerves might give a different impression of a candidate and potentially miss out.

Business owners, HR, and recruitment managers can create a simple checklist offering advice on successful virtual interviews. This list could include technical advice like sound and video checks, how to look professional, and interview techniques such as eye contact. You may also want to include any software or tools a candidate will need to use during the interview so they are better prepared and not distracted by technology issues.

#5. Create flexible roles

The rigid 9-5 working day is preventing some highly qualified candidates from applying for their ideal job. Parents or those taking care of elderly family members can’t commit to such a rigid routine. Flexibility takes into consideration the work that needs to be completed and allows employees the chance to complete these tasks around other responsibilities. At the end of the day, it’s more important that the work is done by the most talented employee than somebody else making half an effort between the hours of 9 and 5.

#6. Include digital onboarding

Onboarding is essential so that candidates have all of the information and tools to do their job. It used to be that a new hire would arrive, have a tour of the office, and meet those who will be able to help if the hire runs into any issues.

Today, candidates want to be fully prepared beforehand and, if working remotely, even just a few days a week, there isn’t the same contact as onboarding in-house.

Digital onboarding should include training on systems, procedures, and policies. At the same time, it should include introductions to other team members that the new hire will be working with. You can have employees record short videos or organize a short video call for the introductions.

#7. Take care of your existing employees

There are two major benefits to this. First, when your employees are happy, there will be less staff turnover. Second, providing training to existing employees allows for personal growth and helps to close the skills gap. Closing the skills gap and reducing turnover leads to recruitment for growth rather than recruitment to fix issues.

#8. Commit to your recruitment strategy

Technology, software, and virtual recruitment aren’t temporary fixes while we overcome the pandemic. These practices are going to become the new norm. Create an efficient requirement strategy with the technology you need and commit to it. Nobody will forget that disastrous, unprepared moment when the world had to go digital overnight. Committing to your plan will ensure you are best prepared in case anything like this happens again.

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