Change seems to be the name of the game right now, doesn’t it? Where we perform work has changed. The classroom learning environment has changed. How we network has changed. Frankly, there are too many changes to count. And, let’s be real, some of these changes were hard to get on board with, while others have had positive benefits. But, there’s one important change that we need to add to the list: how recruitment, hiring, and finding a new job has changed. These changes have far-reaching impacts, affect a large segment of the population, and most likely, will be long-lasting.
They are going virtual. Instead of the large trade show like career fairs, we will see more and more virtual events. Candidates and organizations will still have the opportunity to learn about each other, but it will come in the form of an online experience. Over time, as in-person conferences come back, we will likely see hybrid in-person/virtual events become the norm.
Some businesses have even shifted to curbside or drive-through job fairs. There is still some interaction and potentially resume sharing, but it’s done at a safe distance and in a minimized conversational approach.
Although the nuts and bolts of a position may not have changed, the benefits that candidates are looking for have. Safety, job security, and flexibility all top the list in terms of benefits that candidates are wanting from employers. Organizations that highlight these elements, along with their company culture, will likely see more top applicants applying for their positions.
Video interviews are here to stay (at least for a while). Although not quite the same as a face-to-face interview, video interviews offer the opportunity to look candidates in the eye and bring multiple people within the organization into the interview. Or, multiple interviews can be set-up throughout the day.
One caveat to keep in mind, however, is that issues will likely arise. A dog may bark in the background; kids may make an appearance, or people may freeze on the screen. And, this could happen to the interviewer or the interviewee. Things happen. It’s important to go with the flow, as much as possible.
Candidates and interviewers will likely be adjusting the types of questions they ask during the interview process. Candidates may focus on pointed questions about how businesses handled the recent changes and how quickly they were able to adapt to a remote workforce. Organizations, on the other hand, will likely be curious about how potential candidates are able to keep themselves productive and motivated in a remote scenario and how they build comradery with team members over video or online chat options. For both the candidate and the organization, transparency and honestly will go a long way and will help ensure a good match all around.
Virtual onboarding will be how new employees get up to speed once they join an organization. Think video conferencing with key players and learning the core systems and tools virtually. Onboarding may also be extended to ensure the employee has a strong comfort level with the technology they will be using, and with those that they will work with most. The extended onboarding will also help new employees feel part of the organization.
But, What Else?
So, is the big takeaway that the recruiting and hiring process will be virtual? Yes…and no. There are a few businesses out there that have already been leveraging many of these “new” approaches. These are the organizations that have a leg-up in terms of pulling in top talent because they have already figured out how to work in this fashion. If you are not one of those organizations, the time to catch up is now.
One significant benefit of recent changes is that businesses can draw from a broader talent pool geographically. If businesses plan to keep many of their positions remote for an extended period (or indefinitely), the location of your employee matters far less than it used to. This opens the pool of potential employees for businesses, and the opportunity to have a near-perfect fit.
We may also experience a higher level of empathy throughout the recruitment and hiring process. Each and every one of us have different thoughts, feelings, anxieties, and concerns about what the past few months have brought. Empathy around various situations can go a long way to demonstrate care for prospective employees and make a strong impact on them. Many job seekers will be looking beyond the tangible aspects of a new position as they explore new roles.
Yes, a lot has changed. And, there may be more changes coming our way. But what has not changed is the human factor of recruitment and hiring. People hire people and keeping that in mind throughout the hiring and onboarding process can lead to a much more successful outcome for the organization and for the employee.
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