Covid-19 has had an impact on so many areas, changing how we communicate, how we access to support, and how we work. Inevitably, recruitment processes post-Covid-19 will also be different. Roles that were previously deemed unsuitable for remote working are now being completed at home, flexible hours are becoming more and more common and with budgets being stretched, job-sharing is also becoming more widely available. Companies have realised that, in order to survive such adversity, they must adapt their recruitment processes and job requirements to suit the current environment and its ever-changing needs.
Here are five ways in which recruitment is likely to change post-Covid-19:
Changed recruitment processes
Face-to-face interviews will be replaced with interviews conducted virtually. Online interviewing poses a safer option in terms of social distancing and is quicker. Video call interviews mean that you can interview many more applicants over a shorter amount of time, whilst also enabling you to assess a potential candidate more accurately than a telephone appointment. By being able to maintain eye contact and pick up on subtle body language, it is easier to deduce if a candidate has the passion and drive to succeed.
Changed assessment questions
When recruiting for a job role it is vital to ensure that you are gaining the right skillset. Covid-19 may have permanently changed the recruitment process in terms of which skills are the most sought-after. Transferable skills in IT, customer relations, and communication will be valuable and employees will need to be able to work from home and from the office. The testing process going forward could now reflect the need for a candidate to change with the environment at any given time and be adaptable. Other questions posed to potential candidates are some that may never have been considered before: do they have a quiet space to work in? Do they have access to a computer?
Altered and adapted job criteria
Face-to-face interactions are now done via the phone, meet-and-greets are being replaced with emails, all of which required employees to master different forms of communication. The different forms of communication required in these roles can mean a slightly altered skillset, this involves finding a workforce that is actively willing and pushing to re-learn and re-skill. It could also mean the need for more training opportunities or re-branding in some businesses. This would enable companies to branch out further into varying industries and widen their target demographic.
Larger emphasis on employee wellbeing
One of the benefits of this extremely challenging time is the realisation of the importance of employee wellbeing. Whilst wellbeing has always been regarded as crucial, it is the hope that now it has become a priority. Wellbeing looks different for everyone, but the principles are the same – to maintain a happy and supportive environment in which people can work to the best of their ability. This could mean more mental health support, cheaper healthcare policy options, or a more accommodating and respectful mindset to health conditions and disabilities. Whatever it is that could benefit your employees and ultimately lead to a happier, healthier workforce, is your priority. Find more ideas on boosting employee wellbeing here.
Times of adversity often offer companies an opportunity for re-evaluating strategy. This means that more companies are likely to re-evaluate budget and targets as well as recruitment processes. In some areas of industry, this could, unfortunately, mean job cuts, yet in others, it could also signal growth and expansion. Covid-19 may not just change recruitment in the short-term, but also long-term. If companies change their recruitment processes to adapt to the current climate, they may feel reluctant to go back to their old strategies pre-Covid-19. This is especially true if these virtual adaptations prove to be less time consuming, more cost-effective and just as productive.