As we live through COVID-19, it is absolutely clear that it will not escape our lives as quickly as it arrived. Business leaders around the world are beginning to talk of recovery, but another important point is how the pandemic has fundamentally changed how we do things at work - and in many cases for the better.
Hiring and recruiting haven't been immune to this new reality either. Because of this, it is more important than ever for companies to identify what has changed and to evaluate which parts of this new normal in recruitment they will bring forward into the post-COVID era.
There are 7 ways that COVID-19 has changed the ways of companies recruiting and hiring activity.
1. Interviews conducted via video are becoming more and more common.
Virtual interviews have become an essential part of the interview process due to necessity. Finding top candidates by utilizing virtual interviews can be challenging, especially when there are so many candidates, face-to-face interviews have been conducted so far, which saves both parties time and money. Companies may realize that virtual interviews are indeed the best option throughout the hiring process, or they may only use virtual interviews to streamline the process.
2. Location is no longer a limiting factor.
As a result of COVID-19, many companies have moved parts or all of their operations online, proving that location shouldn't be a hindrance in business transactions - including talent recruitment. While companies used to be limited by geography or relocation budgets when searching for the perfect candidate, now they have access to a much wider talent pool.
3. Industry and company demands are changing.
Companies and industries that used to attract top talent that wanted to move fast and take risks may find they lose talent to more established companies as professionals seek job security, a natural need during uncertain times. As professionals look towards the future, industries and functions such as technology are in high demand in comparison to other more traditional industries.
4. Companies must market themselves during an interview.
It has always been this way, but the ability to sell yourself as a company will become more crucial after COVID. As businesses begin to grow again, professionals will have more choices of who to work for and under what circumstances. It's truly said that “the days of just listing technical skills and thinking that if you make an offer the candidate will accept it are gone. The new interview process sees companies selling themselves as much to candidates as the other way around."
5. You can't replace company culture with physical perks.
Companies will no longer be able to rely on a stocked pantry or a ping pong table to replace cultivating a strong culture and lasting values in the workplace when it comes to company culture. Now is the time for companies to pay attention to their cultures and define the values that guide their operations.
6. Professionals are reevaluating their purpose.
A consequence of these long periods of time at home is that professionals are rethinking what they are doing, what their impact is, and what their value is to society. It is observed nowadays that, “We are going to see a shift in professional attitudes. Once people are able to go back to their regular working routines, a lot of people will rethink their careers. We anticipate a major wave of professionals seeking to change their careers and their lives."
7. Reputation is an important factor in hiring.
Candidates are more knowledgeable than ever before about working conditions, and how companies handle these challenging times will play an important role. As a recent research “People will remember what you do as a company during tough times - what you do now will be remembered. It is during these times that the employer becomes the social safety net, and how you lead the team through a crisis will determine retention and ability to attract talent in the future."