The onset of the Covid-19 Pandemic had caused havoc worldwide. Not just had the economy sunk, but everything came to a standstill. Recruitment was no exception.
Pandemic has fundamentally changed the entire business sector, how we do things at the workplace, and most importantly, how we interact.
For example, recruitment is people’s business. It involves communication and in-depth evaluation of candidates at every stage. But Covid-19 made it extremely difficult to efficiently carry out the hiring process without coming face-to-face.
Here are five ways in which Covid-19 proved to be a bane for recruitment and staffing industries:
Due to Covid-19, companies have started operating remotely to prevent viruses from spreading any further. In addition, employees were permitted to work from home to ensure their physical wellbeing.
Similar happened in the case of recruitment, where recruiters could not meet candidates in person for evaluation. As a result, there was a huge communication gap between recruiters and candidates that required instant solutions.
Networking is a significant part of recruitment marketing. In-person networking helps recruiters to build a genuine relationship with their clients. In addition, meeting clients face-to-face in events helps recruiters gain in-depth knowledge of the market and their competitors.
But Covid-19 restricted this kind of networking by shutting everyone in their homes. So no other option was available than shifting towards communication through virtual windows.
As the world’s economy declined, companies were forced to cut down their operational costs, laying off many employees and a decrease in job positions. Hence, the competition for open positions raised higher and higher.
Evaluation of candidates got trickier than before as companies only needed the right fit.
The most professional candidates are found from other companies’ nests. As a result, recruiters often hunt for these professionals and lure them into joining their companies. But with Covid-19 playing its game, it is next to impossible to attract these candidates.
Employees are reluctant to switch their jobs between companies. This is because they are insecure about losing their jobs in this period of certainty.
If they feel that their positions are secured, they are unlikely to consider switching jobs.
Covid-19 had an adverse effect on the recruitment funnel, which was uncertain for both recruiters and companies. It demanded redesigning the whole recruitment funnel to maintain the seamless transition of the business’s working model.
Redesigning the working model enabled recruiters to work efficiently at each stage of talent acquisition, from sourcing to onboarding virtually.
No matter how many pandemics hit the world, Businesses can’t stop. There will always be some ways to restore those situations, and even if there won’t be any, new ways will be created anyhow. And the same happened in Recruitment Industry.
Despite all these issues, Technology, Artificial Intelligence, and Automation were introduced in the market like a knight in shining armor. But, instead, they have only advanced the recruitment process further.
Resume Parser has made the screening process ten times quick and easy. Now recruiters can parse through bulk resumes in a matter of seconds while ensuring 95-97% accuracy.
A resume parsing software skims through the received resumes/CVs and breaks them into a smaller data set. It then converts the document into a structured format for easy analysis.
All of this happens automatically and very quickly, which helps recruiters to match the job position with the most potential candidate.
Scheduling an interview that fits in the calendar of recruiters, interviewers, and candidates is a hectic job.
It often leads to many delays, making the candidate frustrated and giving them a poor impression of the company.
But after the pandemic, recruiters have discovered a lot of interviewing tools that could help them enhance the candidate experience.
Automated interview scheduling fixes up the interview quickly based on the candidate’s preferred time slot and updates the recruiter’s calendar.
The quick automated confirmation and follow-up communication ensure the development of the candidate’s relationship with the agency.
Speeding up these steps retains the best candidate with minimal efforts put into such repetitive admin tasks.
Automated Interviewing tools allow recruiters to assess candidates without interviewing them in real-time.
Nowadays, AI-based interviews are in trend where candidates are ranked based on either chat-based or video interview test scores. AI assesses candidates based on set questions and ranks them from top performers to the lowest in a text-based interview.
In video interviews, AI ranks the candidate based on their performance, body language, and expressions, bringing out more quality results than chat-based screening.
Top-ranking candidates can then be considered for further steps in the recruitment process.
In the recruitment process, tracking the progress and loopholes is extremely important. Recruiters can leverage the Applicant Tracking System to analyze their agency’s growth rate.
Analyzing metrics can help recruiters build a solid plan for their next recruitment cycle and avoid the earlier mistakes.
Companies have now started onboarding new hires virtually. Everything is done online, from guiding them to the next hiring steps to familiarizing them with their colleagues and the company’s work culture.
With the help of HRMS software, recruiters can carry out the onboarding process smoothly. In addition, they can automate almost everything to quicken their recruitment process.
Automating the email with the relevant onboarding documentation like company detail, handbook, etc., ensures nothing is missed on the recruiter’s part.
It gives the recruiter time to focus on sourcing and nurturing relationships with the new candidates from the very first day.
A friendly introductory email can put their minds at ease from their pressure while joining a new company. It is especially essential when the candidate is onboarded remotely.
Categorizing Covid-19 as either a boon or a bane won’t do it justice, especially in the context of recruitment, where it has done more good than bad.
At least after Covid-19, recruiters know that they have to keep themselves adapting to the new technology and advancements to compete in the market. They can’t sit back, relying on traditional methods anymore.