The COVID-19 crisis has impacted the whole world. In terms of hiring, it has now divided businesses into 3 distinctions in terms of how they behave regarding recruitment.
The first and the worst behavioral trend is of the complete shutdown. Not only have these businesses frozen hiring, they are also forced to layoff and send their employees for indefinite leaves without pay.
Then comes the second trend which has grown due to the crisis conditions. Even though the business increased, the restrictions imposed worldwide are affecting their performance and capability of meeting the demands of hiring both in terms of quality and processing.
The last trend is of the businesses which did not have any impact on them due to COVID-19 lockdown. These businesses are running the same as they used to and are also hiring at a normal pace. However, the restrictions are still making the recruitment process a bit difficult.
One thing that remains constant across all three categories is the transformation of recruitment funnel both in the current situation and after the crisis ends.
For ones who are going through a hiring freeze, the job application advertisements must go down too. This is crucial for both saving unnecessary expenses and exhausting brand reputation. You can also turn your hiring advertisements into awareness campaigns explaining the current situation and your potential hiring plans after the crisis is over. It will enable transparency in communication and save your brand’s employer reputation too.
For the ones experiencing higher demand of hiring, it is important to communicate clearly whether the job role is temporary or permanent. You may find a higher quantity of applicants, but with clear communication, most of the filtering is done right away. There may be employees on indefinite unpaid leaves who can perfectly fit the job requirements who would fill the gap more efficiently for you if aware.
In these uncertain times, one of the most important aspects for recruiters to maintain is communication. Whether it is candidates or clients, most of them are glued to their phone screens more now than ever waiting to know more about things in relation to COVID-19. So, your communication to them should always include a subset of the current situation to both increase click through rate, and to engage more without irrelevant spamming.
You can create recruitment related FAQs for the current situation, share updates on new govt. Norms and guidelines, or even update your chatbot into a virtual assistant for COVID-19 related recruitment queries.
Reform Hiring Process
With restrictions on moving out of the house, most of your potential hires are likely to happen remotely. From approaching candidates to conducting interviews, and then finally executing the hiring paperwork, everything should be available online. There are a lot of available online recruitment tools for free which can take your end-to-end recruitment process digital.
Also, provide accurate and proactive information about your hiring process to candidates. Share mandatory requirements like dress code, minimum interview hours, infrastructural and equipment related information with them so that the process becomes smoother.
If the hiring freeze is due to the lockdown restriction only, you can inform the shortlisted candidates in your funnel regarding when and how it may resume. If hiring freeze is due to business impact and budgetary reasons, recruiters should inform candidates honestly as in this scenario, any such reason is valid enough. The only thing not valid is uncertainty due to lack of information.
For the candidates who have been hired but not joined, all the paperwork either related to rejection or delay in joining should be transferred, digitally if possible. This will prevent a lot of legal and financial burdens for you.
If your candidates can join remotely itself, the paperwork and legal documents should be exchanged with digital signatures from both ends. These allow both entities to gain legal rights over each other. You can use a lot of free digital signature tools available online that are secure and ready to use. Provide safety manuals, especially related to COVID-19 prevention to every new joinee if required to be present physically.
It’s More Than Just A Phase
The behavior of candidates and clients towards recruitment methods are gaining significance amid the pandemic. Safety, efficiency, communication, and ease are the three factors that define a great recruiter today. This is more than just a temporary trend, and will define the recruiter funnel for future too. Going remote as a recruiter for the entire process can be the best way forward for you now. With Vasitum, you can do it right all, right now, for free.