As the world settles further into a digital recruiting age, traditional hiring methods are losing their traction. The COVID-19 pandemic forced us to adapt to physical restrictions, time differences, varying experiences and skills, and more.
The arrival of a vaccine has changed mindsets of recruiters as they look to what the future hiring process will be. In order to keep up with the changing economy and rival companies, recruiters may have to alter elements of their hiring procedure.
Here are some tips to help maximize hiring efficiency:
- Recruit with a post-COVID-19 strategy in mind.
The pandemic itself will fade away over time, though its effects are likely to stick with us for far longer. Online functionality and convenience have replaced many in-person experiences as a result of it. Recruiters should focus on what their business may look like in the future. In other words, plan to hire in a post-pandemic world.
- Requirements and experience aren’t equivalent.
Online hiring systems put into place during the pandemic needed to take into account a larger selection of candidates with varying years of experience and a wider range of skillsets. One of the biggest mistakes that has risen with this fairly-new process is the unbalance between listed job requirements and the value of a candidate’s experience. For example, A younger candidate with experience at a highly reputable company may in fact be just as capable as a candidate who has over a decade of experience at numerous smaller companies.
- Make the process less time-consuming and more efficient.
Holding virtual interviews has become a normal part of the hiring process. While this also expanded the pool of talented candidates for recruiters, a question remains—will interviews continue to be held virtually or will in-person interviews return? Recruiters likely value the access to the pool of candidates they currently have available. However, there are some jobs that must be done in-person. Utilizing screening tools can help narrow down the applicant pool to suit criteria for either type of position.
- Get ahead of your competition when you can.
A tool previous used by recruiters were career fairs. These allowed for an expedited hiring process, though it could take months and a few rounds of interviews to find the perfect employee. The current changing world will need a much faster process. Recruiters are going to skip these rounds of interviewing in favor of getting ahead of their competition. As companies reduce restrictions across the globe, businesses will all be trying to hire at the same time. Build a hiring plan to meet this fast-paced environment while effectively utilizing all the virtual tools at your disposal.
- Recognize where you may not need to hire someone.
Often, tasks may be simple enough where they could be delegated to a person or team already on payroll. Recruiters should discuss with businesses the areas that could be covered by a simple shift in assignments. Since the employees already have a good standing with the company, it will save time and money if they are able to complete the tasks that would have otherwise been given to a new hire.
The recruitment process is vital to a company’s efficiency. Smart recruiters who understand the needs and goals of a business can elevate productivity, improve time management, and stay on top of other competing businesses ’ progress.