How to hire and retain talent in the "new" normal
The global pandemic has affected the world of recruitment in many ways – from altering trends around talent acquisition and retention to changing priorities; COVID-19 has thrown upon us many digital practices and habits to absorb and to get on with.
From virtual hiring, automation tools, a work-from-home eco-system, and flexible working hours to quicker and more efficient meetings, it was time to move at speed! And amid a growing number of candidates on the market and companies having to deal with more CVs than before, and in some cases, with smaller recruiting teams, the burning question was - how have companies adapted to this altered change? We have delved down a bit and have got insights to help you adapt. Read on.
Hiring full remote: how have companies adapted to this change?
The two main challenges that HR specialists notice that companies and customers go through around the world are:
How do we get on with increased hiring demands?
How do we assess candidates in a global context?
Recruitment & Digitalisation
Many companies had to quickly adapt their recruiting process due to unexpected hiring demands by making their recruitment process 100% digital after the official confinement announcement. With sufficient hygiene measures and extra security, such as facility contractors making use of their right of withdrawal from the premises, the company had to react fast to fit the new regulations. And this format observed an initial resistance from the senior leaders who were reluctant to adapt to the game's new rules
To explore the “unique winning strategies” that’ll prepare you to promote a work-life balance that proves to be impactful and cost-effective, watch our video below or alternatively carry on reading for more in-depth insight…
1. Digitalisation (On-demand Video & Live Interviews)
With the growing popularity of on-demand video and Live interviews, hiring in volumes and in a short time with the same HR team proved an excellent hit without disregarding efficiency and candidate experience.
Using digitalisation as a short-term hiring solution has succeeded in meeting the increased hiring demands; however, pursuing the transition in the future will prove beneficial for the companies. With candidates' willingness to move to locations/new cities, and an increase of normalised remote working, going almost fully digital has become the" new normal". And for this reason, more and more organisations are conducting video interviews, assessing candidates globally and initiating onboarding calls digitally. It is a great way to show what a company is about and allows room for other types of testimonials, brand, or candidate experience.
Discover here “How not following these 3 top hiring tips could cost you significantly."
2. Automation tools and a shorter time-to-hire cycle
With the right tools, HR teams can reduce logistical constraints and enable greater social distance while shortening the time-to-hire cycle. The tools proving popular are,
A Recruiting Chatbot- engages with candidates as soon as they enter a career website. It can automatically filter applications through scored questions, parses CVs, and builds talent pools. Recruiters only see qualified applications, saving them the long hours spent sorting out CVs.
Pre-hire Assessments - digitalising skills assessments, various language tests, and technical quizzes allow companies to continue their recruitment processes, no matter the situation.
On-demand and live video interviews – these solutions are aimed to replace phone screening and meetings with candidates early morning or late at night and eliminate time difference issues. With the on-demand interview, recruiters send candidates a link to the platform to let them record their discussions at their best available time. Recruiters then review the recordings and decide who moves on to the next step, remotely or face-to-face.
Keeping in the loop of the above tools, it is also vital to be well prepared and work towards better collaboration between HR and Managers to ensure the quality of the process.
Retaining Talent - Remote & Flexible Working Eco System
It's no surprise that the necessity of remote working during the pandemic instilled a sense of relief in employees across industries who received the flexibility they had been longing for. It has created a happier, healthier workforce – where commuting is less, and one gets to spend more time with their loved ones and pursue what they love doing.
Employees say they believe their leaders have become more relatable, offering a level of humility as they show elements of their home life through calls and zoom meetings. This eco-system has fostered an excellent work-life balance and made organisations reset the agenda around productivity and performance. Companies now realise that both can go hand in hand, should the organisations take up the challenge to embrace this culture.
Debates have always been around employees' preference to work remotely vs what is best for the broader team and business. While some may crave the physical interaction and collaboration an office can offer, others would still relish the remote working culture. Whatever the choice, HR experts and corporations globally are investing considerable time into brainstorming how to preserve the company culture and induct new hires into the remote company culture.
Retaining Talent with Action
It is seen that organisations that invest in their people and culture are reaping the rewards of attracting fresh and new talent. Forward-looking employers are proactively embracing the 'new normal,' cognisant that they'll likely lose talent to competitors if they don't.
They are investing in high performers who desire in-demand skills training, leadership coaching and opportunities to grow, alongside a culture which promotes flexible working and inclusivity. And not to forget, Communication has never been more important. Whether a job seeker or an employee, communicating and putting conscientiousness at the forefront will make the employer stand apart.
“ 54% say it is the most important factor in a great candidate experience. Alternatively, 42% say a lack of responsiveness is the cause of a negative candidate experience. “
Moving Forward:
Repercussions were seen across workplaces from the impacts of COVID-19 – from redundancies to changes in bonus payments. Many newly promoted and less experienced executives were working extensively – some to the point of burnout, to try and demonstrate their value for the role in the period of turmoil.
Find out here: "How can you unpack burnout instead of fighting it.”
Retention strategies around employee and leadership development, such as asking questions to gain insights, creating more on-the-job opportunities and providing career progression, and a culture promoting work-life balance has proven to be incredibly impactful and cost-effective. And this new level of flexibility and approach will play a significant factor in a company's unique employee value proposition going forward.
To rethink their employee experience for the hybrid future of work, retain their core talent while planning for a more flexible agile future is the way forward. Employers that start to prepare now will be ready to ride the wave in hiring and retaining the talent they need, to guarantee long-term success.
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