Recruiters and employers should already be thinking about a post covid-19 recruitment strategy. It’s evident that job seekers are looking for much more clarity and assurances than ever before when looking for a new job. If your recruitment policy sometimes keeps job seekers in the dark about salary expectations or working hours then it’s time to open up.
The future of recruitment after covid-19 needs to be intuitive. Put yourself in a job seekers shoes. If they have a secure job already, that security is going to be difficult to leave behind for a new opportunity that doesn’t lay all the cards on the table. Being transparent about your business status and goals, is the best approach for both you, and the candidate.
Online job advertising strategy
Job boards are far and away the most popular form of job searching for people nowadays. The days of taking a CV to a workplace or looking for ads in a newspaper are slowly slipping away from society. Accelerated perhaps by the impact of covid-19. In this new tech-driven world with smartphones and tablets, new jobs are right at our fingertips.
Advertising your jobs on as many job boards as possible is a start, but choosing where to sponsor your jobs and get them seen by the right candidates is key. Zoek for example uses AI technology to ensure the jobs that appear in job seeker search results are heavily personalised for that specific user. Which makes sponsored jobs on Zoek incredibly valuable.
Using your social media platforms and your own website so promote vacancies is another important step. Ask employees to share the job advert on LinkedIn. Lots of job seekers have turned to LinkedIn during lockdown to try to build professional relationships and improve their online presence. So pushing your jobs out there is an important trend to follow to ensure you attract the best possible candidates.
The future of job interviews
Few positives have come from this national pandemic, but remote/video interviewing has been one of them. Not only does this save the candidates time and money travelling in to see you, it saves you time as well and allows for you to be more flexible when you choose to interview someone. This has to be kept as part of the future of recruitment after covid.
It’s fine if you want to interview maybe the top 2 or 3 candidates in person. But remember the pressure candidates feel during a video interview is going to be significantly less, which should actually allow you to see more of who they really are. Face to face interviews for some candidates can be a weakness that doesn’t at all reflect on their ability to do the job extremely well. Meanwhile some candidates can have excellent interview skills and an overwhelming swagger about them, but could be less equipped for the job.
Strategic talent acquisition
Not only is it your long-term goal to collect a highly skilled workforce, but you need to hold on to your skilled workers as well. If your company hasn’t communicated with staff enough during covid-19 or made suitable accommodations for them, then you could be at risk of them jumping ship. Applying for more positive and forward thinking companies that look after their staff is an important consideration for people now.
To get the best talent your company needs to send out the right messages. Your foundations need to be strong, and if you have good customer reviews and positive feedback from current staff members then this helps candidates see you as a desirable brand to work for.
Awards such as Great Place To Work, are a powerful tool to use in job adverts and on social media. You can promote the fact that people should want to work for you. When you advertise a job you need to remember you’re trying to sell someone the role, and a good brand reputation makes it very easy to keep you in control.
Don’t just think about short-term plugs for holes in your organisation. If you know your business is planning on expanding internationally or releasing a new fin-tech product, try to appeal to candidates with experience in those areas. It’s important to be efficient and hire quickly when you know you have the right person for the job, but don’t cut any corners and offer the job to anyone.
Recruitment trends in 2021
Here’s a summary of some future trends in recruitment that you should follow in 2021 that will make sure your recruitment process meets job seeker demands and your business can hire the best talent possible…
Promote remote working opportunities
This is a hugely appealing element of modern employment. It’s flexible, allows for a great work-life balance, increases the talent pool you can hire from, and reduces overall costs for yourself and the staff.
Thin out initial unsuitable candidates. These scientifically backed tests can help you pick out the cream of the crop and select only the most suitable applicants for interviews.
Use social media
Not just from your business but share it through your personal accounts. You might have friends of former colleagues who are looking for a new job and they might find it easier to approach you about it than the company. LinkedIn and Facebook are probably the two biggest to focus on, but Instagram can be effective as well.
Look into your own organisation first
The candidates who are at the top of their profession are most likely not going to be let go or changing jobs at the moment, which means you might not be able to find the talent you need externally. But with a few training courses here and there, you could promote someone with a hard-working and determined nature who can grow into the role.
Remember that skills can be taught and coached
You can’t teach someone to be hard-working. You could discipline them or motivate them financially, but the truth is, these people are the last to clock in and the first to clock out. When hiring, focus on staff with a good work ethic who are ambitious and driven. You can help develop skills during their time on the job.
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