New challenges face the world of hiring after a global pandemic changed the entire working system. As more people transition to working from home long-term, and social distancing remains at an all-time high, recruiters and hiring managers are forced to implement new strategies and processes for their recruitment process. To avoid losing out on top talent and bolstering their employer brand, how will hiring take place moving forward in the remainder of 2020? And how long will these actions take effect? Although we don’t know how long we will be in this situation, some companies have provided the necessities for their employees to continue working from home, indefinitely.

By late March 2020, over three-quarters of employees in North America were working from home. In the US, many employees saw their productivity increase while working remotely because of fewer distractions, the lack of a long commute, and overall morale improvement. However, some employees saw a decrease in their productivity, mostly due to a lack of infrastructure supporting their work. Companies should provide the technology, infrastructure, and support that their employees need to be productive if they choose to allow their employees to work from home long term. Certain technologies like Zoom, Microsoft Teams, WebEx, and more have become a part of routine communications that all companies should be utilizing.

Industries need to shift to a heavy reliance on digital for all aspects of the recruitment process. Video interviews and conferencing have taken the spotlight, enabling organizations to connect with candidates in one-on-one chats and presentations. Video interviews ultimately should be structured the same as a traditional in-person interview without being face-to-face. They are just as professional and should be thoughtfully planned out with a formal structure in place.

Companies need to be present and active in the market by letting the public know they are still open, still hiring, and are moving forward. The candidate market has increased due to COVID-19 layoffs. Therefore, candidates will flock towards companies they know are looking to hire and are active in their outreach. Keep job postings and job boards up to date with new information or statements specifying that older positions are still open. Companies should inherit a new process called “remote totality,” which includes attracting, screening, recruiting, onboarding, training, and developing a work routine for all new hires remotely. Virtual interviews allow for a hiring time, enabling organizations to win the competition for hiring top talent. Digital interviewing will continue to expand and grow beyond the COVID-19 crisis.

Today, we see companies planning their return in a variety of ways. Yes, a good portion of companies are allowing their employees to continue working from home for the foreseeable future. Others, however, are actively strategizing their plan to get back into the office. Most companies plan to go back in phases, with groups of employees switching off each week on who goes into the office, keeping capacity limited. Some phases include a portion of employees returning, and a few weeks later, another portion returning to the office until there is 100% capacity. Smaller companies have already reached 100% capacity of the employees returning to the office, with some exceptions. Plexiglass is being installed in all cubicle areas, social distancing is encouraged, and offices are limiting the use of common areas for group gatherings. One step at a time, we will see the world go back to a familiar normal, but overall, most of the day-to-day operations will forever be changed due to COVID-19.

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