Recruitment and Placement strategies in the year 2020 and beyond due to corona virus pandemic

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Despite the fear and uncertainty surrounding humanity’s latest global challenge COVID-19, economies around the world have been fighting a fierce battle, The Covid-19 Coronavirus went from an epidemic to a full-on global pandemic. This has made the general public to confine themselves to their homes which has spelled trouble for businesses and institutions across all sectors. Employment rates, (which hit historic highs at the end of 2019), are expected to dip within the coming months. Some companies are considering halting their hiring process until things improves. Rather than panicking or cutting up on the recruitment and employment, employers should be considering ways to make sure that their offices and prospective employees are safe from the Covid-19 threat.

There are 3 points that employers and candidates should consider:
1. The threat of Corona virus doesn’t mean nobody is hiring or that candidates aren’t actively trying to find placements.
2. We’ve the means to organize and protect people within the workplace.
3. We can easily digitize our work and recruitment flow.

Digitize Recruitment

Yes, a worldwide outbreak may be a valid reason to hesitate. But understanding how the threat spreads and the way people contract the virus can assist you better prepare your recruitment strategy. Chances are that you’re sourcing candidates online. Whether you’re using social media platforms like Facebook, online job portals like  Naukri, LinkedIn, Indeed, advanced ATS or recruitment software this is the need of the time. There’s little or no contact with the candidate beyond phone calls and emails.

The Interview

Digital interviews are an absolute win win situation during this pandemic time. It not only protects the employees or the applicants but you also provide your prospective employees with a measure of flexibility.

Asking candidates to interview remotely, from a private or familiar setting may be a commonly well-received concept. In fact, with the Covid-19 situation, the gesture alone will presumably make them want to work for you even more.

The Candidate

Beyond the interview phase, contact with the candidate might cross over from the digital world. At now , employers would be worrying over whether the disease would hitchhike its way in on the candidate’s first day on the work .

But interview questions might be the answer here. Confirm to ask your candidate if they’ve traveled to affected areas within the past few weeks, whether or not they exhibited symptoms since then. Though unconventional, these questions are a necessity given the worldwide exposure to the present coronavirus situation.

It’s important to notice that the above is valid way out because it doesn’t breach or conflict together with your local laws and regulations. If a candidate is suspected of being exposed to COVID-19, a self-imposed quarantine is very recommended. The situation is different for recruitment agencies. As they typically manage large candidate databases, it’d become slightly difficult to keep track of travelling or non travelling candidates, candidiates who have or haven’t quarantined themselves, and so on.

The Model

The way employees motivate one another in an office setting is a crucial factor for maintained productivity. It’s a basic psychological fact that we adopt and display similar characteristics to our coworkers. This is often mainly the rationale why employers shy way from the remote work model.

On the opposite hand, if you’re hiring during the Covid-19 pandemic, it’d be appropriate to adopt this model, both for new recruits and current employees. In fact, with how disturbing the outbreak is, you should consider offering remote work to your candidates and employees until things settles, if you aren’t already.

Either way, this model may be a perfectly valid choice to maintain your operations throughout this crisis.

The Talent Gap

The talent gap has been a recurring global challenge for quite some time now. Employers are handling this issue by hiring and training candidates who don’t yet have the knowledge or skill for the position.

The solution itself is an admirable one despite that it requires significantly longer time and energy to prepare these candidates for the job. Though the pandemic will presumably make the search for the proper talent a touch harder , it will also give you the prospect to think about global recruitment.

Most people are going to be avoiding travel for the foreseeable future, and therefore the talent you would like might just be trying to find work somewhere across the planet . Being hospitable the long-distance remote work model can assist you build the team you’ve always wanted; the proper talent for the proper job.

After development of computers and then the internet, everyone considered working from home option as a probable option because of the possibility of it. Now we’re at the extent where we’d even have to. We’ve a completely digital world at our disposal. Considering the role, you would possibly not need to be inside the office to try to do your job.

Preparation is vital

Whether employers plan to choose remote work or keep to the office model, It’s important to recollect that the worldwide outbreak isn’t as worrisome for a few people as it is for others. Create a culture of hygienic practices within the workplace in which your employees maintain their welfare through regular use of hand sanitizer, limited physical contact like handshakes, awareness of their physical well being, etc.

Even if you don’t want to risk hiring until it’s over , you can still work around it it. Digitize your recruitment process, leverage virtual meetings to connect with people, and maintain conversations with promising talents for future placements.

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