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Recruitment of employees during COVID-19
#1
Only 16% of HR professionals report that they feel ready to become fully virtualized with recruitment practices.
To start your recruitment process, make sure people know you're hiring. Ask your employees to spread the word on social media.
Hiring new employees remotely is difficult, but companies must develop plans, prioritize remote work skills and consider passive recruitment strategies.

If your company is hiring, the process may look a little different from the conversations you're now used to or the conversations you need to switch to video chat. You will also need to adapt your recruitment practices to keep your candidate pipeline full. This guide will provide you with five strategies you can implement to help your business effectively recruit, recruit, and remotely recruit new teams as an on-board team.

Is your business ready to recruit and hire new employees remotely?

A recent survey by Doodle found that 16% of HR professionals in the US said they were ready to become fully virtualized with their recruitment and recruitment programs. The study also found that despite the increase in away meetings, remote meeting tools were low priority items in HR budgets, new employees who were hired had a hard time almost as if they were part of the team, and HR managers struggled with the employee. participation and effective integration into corporate culture.
The future of the business and the recruitment process associated with the covid-19 outbreak are uncertain, so small businesses will need to be flexible and adjust their usual practices until face-to-face work is possible again. Here are five steps you can take to tailor your recruitment practices.

Let people know you're hiring.

Many qualified candidates looking for work before the pandemic hit may assume that most companies did not hire during the crisis, so you should be well aware that your company is actively looking for new employees.
Mid-Atlantic president Chris Vennitti said: "companies must first inform the public that they are still being hired and moving forward. Addison Group. "The current pool of candidates will be directed towards firms operating in outreach.”
Make sure all of your current job ads are listed on your company's website, and watch out for your open positions on social media and other ways of marketing to help you find the right candidate.
“Companies should renew and clear their job ads online – new registrations will have the most traction, and those posted a month ago will no longer be potentially relevant,” Vennitti said.
You can also help your current employees learn their words using their own social media, says CEO Clair Kim, Clairly Creative. It continued: "encourage your company staff to share their job postings on social media. The more sharing, the greater the access. Bonus points that can share why they love working for this company at a business launch!”

Have a detailed staff recruitment procedure.

If you are recruiting during the coronavirus pandemic, you need a detailed and well thought out procedure or recruitment plan before you begin processing. Hiring entirely remotely will be a very different experience than hiring in person, and it is your responsibility to the company and potential employees to make sure you have a process that will work.
” Make sure you have a system to test your technologies in advance and ask the interviewer to do the same, " said coach and real estate agent Chantay Bridges. “Anything you can do in advance to make sure everything goes well is a good start.”
Much of the preparation for hiring a new employee will be the same as if you were hiring in person. You will compile a list of candidates, narrow them down, and choose which ones to interview.
When you expand the invitation for a video interview, be sure to elaborate on how the process will proceed and what the candidate should expect.

Add all the necessary information, such as time, date, and who to call whom.
Provide a link to the Video meeting.
Tell them whether this location is permanent or temporarily remote.
Jennifer Walden, director of operations, said: “remote recruitment should ensure you provide plenty of information to candidates and review incoming applications." said. Wikilawn. “There must be a sea. Set strict standards for what you want in an applicant, clarify them in the job ad and cut out anyone who doesn't meet them. It is very important to be able to do this process remotely. .”
Be realistic with your offer.
It's a very uncertain time for both businesses and employees, so when hiring, make sure your company is able to support a new employee without booking or making changes.

“When hiring during a crisis, I think you have to be very aware of what you can offer, " Walden said." said. He continued: "make sure you have a long, permanent position to be to the best of your knowledge, along with Competitive remuneration and perks.”
If you think or know that conditions will change, such as employees switching to in-office work after the crisis has passed, leave all of this when you make the job offer.
"Whether it's a permanent position or a temporary one, make sure the new hire and the company are on the same page,” Kim said. He added: "after the crisis, things are going to be different and different now. Company leaders must have clear plans.”

Prioritize remote work skills.

Because many Americans work remotely indefinitely, it is in your company's interest to focus specifically on remote working skills when hiring. Effective communication, organization, conscience and self-orientation are useful skills in remote work.
While your company may not be completely remote forever, searching for these skills, especially in job candidates, can ease their transition to your company and increase their initial productivity, as there may be fewer learning curves to adapt to remote work.
You may also consider doing certain roles that you hire to completely remote control.
"Remote renting allows organizations to access more islands than ever in the comfort of their homes,” said Kim. “Many companies hired during coronavirus are specifically recruiting remote or freelance positions.”

Use your existing pool of candidates.

Many companies have pools of candidates who have applied before and are looking for jobs during the crisis. If you want to avoid an effective recruitment campaign, you can shift your focus to the current pool of available candidates and recruit from there.
Who we focus more on is passive candidates – namely current candidates, potential candidates we pay attention to, unwanted applicants. "Optimizing an existing talent pool [gives companies something] they can benefit from when implementing their exit strategies from the crisis.”
Kim said this approach could give companies time and time to hire the right employees who will give them full strength in new initiatives once the crisis passes and businesses resume normal activities.
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