The pandemic is having a lasting impact on our lives, including the way we work. From onboarding new hires to holding virtual meetings, there's no 'business as usual' happening.
Amid these unstable times, how can you maintain a stable recruitment process and continue to offer the same quality experience to your candidates, aligned with your goals and values? It’s still possible through digitalization, honest communication, developing your employees, and a dose of much-needed empathy.
Let’s dive in.
1. Digitalize your process
You’ve probably been hearing about it for a while, but now more than ever: it is time to digitalize your recruitment process. The goal is to help HR teams save time on low-value tasks such as pre-screening phone calls or interview scheduling, while improving the candidate experience. Current events show that digitalization brings much more to a business, namely being able to maintain smooth processes during the most unexpected circumstances.
Thanks to the video interview, candidates can record their first interviews from home, no matter their location in the world. The best candidates can move on to the Live interview and take skills assessment tests, as well as meet their future teams, all on video.
When exam centers had to close following quarantine measures, schools and universities had to adapt and take their admissions processes online to avoid any interruptions.
2. Communicate with your candidates
The pandemic is hitting every industry differently, and while many companies have had to stop hiring, not all businesses have. Whatever your situation, make sure to communicate with your candidates. Let them know if you are still hiring or when you’ll start the process again. According to a Talent Board survey, 63% of candidates think that most companies do not communicate adequately. Good communication is essential and will help you attract the best talent.
Use email or social media, depending on your target. Take advantage of the fact that people have been spending more time on LinkedIn lately to inform future talent of next steps. Keep in touch and reassure. Additionally, many companies have had to lay off employees, resulting in more professionals on the market looking for work. This event is unfortunate but could be an opportunity for you as a company.
3. Offer the best candidate experience
Candidate experience is essential to hire top talent, but even more so when the recruitment process is carried out online. According to IBM, a positive candidate experience results in 38% more candidates accepting job offers. Every step of the journey, from the moment a candidate enters your career website to after they have had one or more interviews, counts. So ask yourself, how well are your job ads performing? Are you getting relevant CVs? Are candidates going through the entire application process or do you notice a large number of them dropping out before even getting a chance to submit? These are examples of questions to help you understand how well your recruitment process is designed and if your candidates are left satisfied.
4. Bet on internal mobility
According to a PWC International Mobility Database study, only 18% of Millennials plan to stay in their current jobs over the long term. Employee retention is a big issue and a challenge for many businesses. Perhaps even more now as people may have been reassessing their lives and priorities, including their careers, during the quarantine.
Now more than ever could be the time to think about how to retain your employees and help them grow inside your company. One of the main reasons employees leave an employer is lack of growth opportunities. However, 78% of employees say they would stay if their organization offered more opportunities for professional development. Giving employees the option to change positions and develop new skills is therefore crucial to keep them motivated and dedicated. Additionally, internal mobility holds many proven benefits: lowering hiring and onboarding costs, saving up on time-to-hire, reducing the risk of bad hires, etc. This is perhaps why in 10 years, internal mobility has increased by 10%.
5. Reassure your colleagues
Last but certainly not least, encourage and reassure your colleagues. Everyone has different ways of coping with and reacting to the situation. It is important, in these uncertain times to feel anchored and part of a team. As a leader or a team member, it may be difficult to get everyone motivated and that’s perfectly okay. If you can, remember that positivity and a good attitude are encouraging and sometimes even contagious. Reward and inspire your teammates whenever you can. Show them they have your full support. Results will be worth it.