2020 has come with many challenges, the largest of which is, of course, the pandemic. Covid-19 has changed the way we recruit – perhaps permanently! There have suddenly been a whole host of new challenges thrown at recruiters that we have all had to adapt to quickly. Keep reading to find out what the top 5 recruitment challenges are that have occurred as a result of the pandemic and what you can do about them.
Outdated Recruitment Technology
The first thing that many recruiters noticed now that they had to do their jobs entirely online, was how outdated their technology was. Many companies don’t have an applicant tracking system or resume parser, instead opting to use spreadsheets to manage recruitment processes.
As soon as recruitment teams are no longer in the same office, this becomes an unsustainable way of doing things. First, everyone needs access to the information when you don’t have local shared drives you can access. Also, managing candidate communication becomes a whole lot more difficult when you’re not in touch with your team as much. You don’t want candidates to be forgotten or send them the same email twice.
If you’re struggling with recruitment during the pandemic, the first thing you need to do is get some excellent recruitment software.
Next on our list of recruitment challenges that are occurring thanks to Covid-19 is that in some cases, fewer candidates are applying for roles. Or, more accurately, fewer quality candidates. We all know that many people have lost their jobs this year, so there may be more job seekers out there, but not necessarily qualified applicants.
To overcome this, you can try other ways of appealing to passive candidates and other candidate personas to widen the talent pool. This could include employee referrals, increasing your company’s social media presence, and directly contacting people on LinkedIn. It’s time to get creative, and there are plenty of online tools you can use to do this such as Instagram, Twitter, and Facebook. Share job posts not only on job boards but through these mediums as well to engage with different types of candidates.
Candidate Selection for Remote Work
It’s fairly likely that prior to this pandemic, you had never hired someone to work remotely before. And now, that’s all you do! Selecting someone who is going to work from home can differ slightly to choosing the right candidate for your office, and many recruiters are struggling with this differentiation.
The first thing that’s new is how you write job descriptions. These need to specifically explain what is required of a remote worker. Include details such as whether they need to provide their own computer and equipment, and whether they will be reimbursed for costs such as internet connection.
When it comes to choosing who is the right person for the role, consider what it takes to be a great remote worker. You will want someone who is independent, self-motivated, trustworthy, and reliable. Not that you don’t usually look for these traits, but they are even more important for someone who works at home. You won’t be able to keep an eye on them and you need to trust that the new employee is doing their job.
One of the biggest recruitment challenges has been the interviewing process for candidates. From Zoom accidents to sending the wrong link to not being able to log in, it’s been stressful for many recruiters.
The main thing that you can do to make interviewing over video conferencing software easier is to test it in advance. Even if you have used these tools before, meet virtually with the other interviewers half an hour before interviews begin. This gives you all the chance to check that your camera and microphone are working. Then, when the interviewee connects with you, it should all go smoothly. This is much more professional than trying to get the technology to work once the candidate has already connected.
It is also a good idea to send the candidate a list of tips ahead of time for remote interviewing. This will include how to access the video conferencing software as well as some advice on video interviews. This would include items like muting your microphone when not speaking, looking at the camera, not the screen, and sitting in a quiet location for the interview. Sending these tips to candidates can make the interview process much easier.
Seamless Candidate Experience
Finally, creating a seamless candidate experience with online recruitment has been tough for recruiters. This recruitment challenge doesn’t mean that it can’t be done – it is simply an adjustment process. You will have already started learning what works and what doesn’t.
One of the aspects of candidate experience that has been tricky is that in many cases, time to hire has greatly increased. This is due to many factors depending on your business. It could be uncertainty as to whether you can still afford to fill the position. It could be that recruitment processes are slower as you get used to using new technology. Doing literally everything in a new way all at once simply takes a bit more time in the beginning.
Getting an applicant tracking system doesn’t only help you keep track of candidates, but it also assists with the candidate experience. From the candidate’s perspective, these systems can make time to hire much shorter and the recruitment process much clearer and easier to understand. Investing in one of these systems will help you to manage recruitment much better during the pandemic, and even after you’re back in the office. Once you have started doing things this way, you’ll never go back.
While many aspects of recruitment have been more challenging during the pandemic, it’s not all bad. It gives you the chance to upgrade your recruitment processes and bring them into the 21st century. You will come out of it with a much smoother recruitment system that’s both easier for candidates and yourself. Don’t forget that these 5 challenges will also affect candidates. Asking them to give feedback on your recruitment process during the pandemic will help you get the insight you need to improve it.