Economies around the world are coming up for air as sanctions and lockdowns have been loosened and vaccine roll-outs continue. People are getting ready to shear off their pandemic grown locks and dust off their suits as offices begin to open their doors back up.
But the recovery hasn't quite been even, and the long term effects are certainly being felt.
Human resource management teams and hiring experts around the world have scrambled to adjust to new norms after experiencing the most significant driving force for change in the past few decades. Millions of jobs have been lost, yet recruiters are still struggling to fill open positions with the right employees. In fact, a recent jobs report from the U.S. suggested a loss of momentum in the pandemic recovery — the economy added just 266,000 jobs in April, a quarter of what was expected. In nations where inequality and job opportunities were already scarce, such as Latin America and the Caribbean, the pandemic has underscored the pre-existing inequalities in the region, where the most vulnerable and poorest groups have been disproportionately affected.
So how can companies adjust to post-pandemic ways in terms of the recruitment process? How can recruiters widen their applicant pool and hire the right matches for the company's culture?
What's in this post?
- Video interviewing will outlive Covid-19
- Strengthened diversity and inclusion efforts
- Prioritizing automation
- Implementing artificial intelligence
1. Video interviewing will outlive Covid-19
What was once used as a supplemental endeavour during the recruitment process in order to limit in-person contact, is being formally adopted by companies around the globe in lieu of traditional hiring and interviewing processes.
So it's safe to say, videoconferencing platforms for virtual job interviews exploded over the last two years. Whether it was for school, work or for virtual coffee dates, chances are you've probably used Zoom calls or Google Meets to interact with others during the Covid-19 pandemic lockdowns, or maybe you, or someone you know, has been hired from a video interview.
But as the pandemic sped up the transition to hybrid and remote work settings, employers noticed that the new working model promised a lot of benefits. It allowed companies to reach candidates quickly, it provided employees with greater access to talent, lowered costs, increased productivity for individuals and small teams, and provided more overall flexibility.
As the pandemic has forced businesses to rethink every element of their day-to-day operations and has seen significant productivity from remote employees, this has opened up candidate pools for employers. No longer is it completely necessary for all employees to do their work from a desk in an office building. As a result, many companies can expand their search for top talent beyond their cities, regions or even states.
In a 2021 poll by Indeed in the United States, a website for job seekers, of the 1,100 employers interviewed, 82 percent of respondents said they adopted virtual interviews for candidates because of the pandemic, and nearly all—93 percent—expect to continue to use virtual interviews in the future. In fact, as of the 15th of July 2021, all direct job vacancies on Indeed's job boards now come with a video interview option. This means recruiting managers can now opt into offering a video interview for both free and sponsored jobs, at no additional cost.
Now, to stay ahead in the recruitment game, companies need to focus on automating admin tasks so they can focus on candidate experience.
2. Strengthened diversity and inclusion efforts
Diversity, equity and inclusion (DE&I) have always been a growing part of the conversation, especially as movements such as Black Lives Matter have brought the issue of racial inequality to the forefront in recent years. As millions lost their jobs or had to switch roles due to the pandemic, experts say that candidates will be making job choices based on their assessment of a company's visible DE&I commitment.
But even when the pandemic and its surging variants finally become a background concern, diverse groups, such as LGBTQ+ employees, women, and people of color, are still struggling with acute work-related challenges. In fact, LGBTQ+ employees are more likely to report challenges with mental health issues and have reported a heightened loss of connectivity and belonging.
But as organizations are realising that diversity in the workplace has the power to set them forward in the post-Covid economy. If organizations seek input from a diverse group of employees who approach problems from a variety of perspectives, it's much more likely to improve a company’s capacity for innovation, problem-solving skills, as well as its reputation.
In fact, some experts believe that more recruiters will work to remove arbitrary entry barriers like educational requirements from job qualifications, advocate more for a diverse pipeline of candidates and hold hiring managers accountable for moving those candidates through the hiring process.
3. Prioritizing automation
A survey by McKinsey, which was conducted just before the COVID-19 pandemic revealed that while a growing number of companies were pursuing automation, there wasn’t any significant change over the past two years.
The recent move to hybrid working and home-officing has been an abrupt wake-up call for companies to prioritise digitalization if they hadn’t already. The shift to remote work was only a small pivot for organisations that already digitalised processes and adopted automation technology - and a rude awakening for those that hadn't. So which hiring processes are organizations automating?
Sourcing: According to Dice's Recruitment Automation Report, recruiters around the globe pre-Covid-19 would typically spend up to 30 hours per week sourcing resumes. In fact, narrowing down a large applicant pool for a new job position has always been one of the considerable challenges that hiring teams face. In the post-Covid-19 world, recruitment teams have the ability to automatically source additional candidate information through the information that people share online (e.g., CVs, social media posts, searches, etc.). AI can identify passive and active candidates who match the hiring profile, and even how likely they are interested in a new job - in fact, 73% of global professionals are passive candidates willing to accept a better job offer.
Screening and Interviewing: In the post-Covid-19 world, hiring teams have the ability to hire the perfect match for their culture, improving employee retention and avoiding mishires altogether through artificial intelligence software. AI has already proven to reduce one of the biggest issues recruiters face during the interviewing process: conscious and unconscious bias. Furthermore, by allowing AI to automate administrative, low-value tasks, recruiting managers can focus their time on tasks that add greater value, such as building stronger human connections with new employees to ensure precise job fit for future hires, and training and developing existing employees.
4. Implementing artificial intelligence
Technology has granted recruiting managers and employers the tools that can make recruiting a much simpler process for an organization. In particular, artificial intelligence has been recognised as a great enabler providing benefits like efficiency, personalization, and data-informed decision making.
Employing tools such as AI has become more important than ever for organizations to understand and catch on to, in order not to be left behind in a post-Covid-19 landscape, where demand for skilled candidates is so high and there are strong needs to build back a team of qualified and skilled employees.
Christoph Kunz, partner at RPC Germany uses Retorio, a Munich based start-up, to pilot a new AI-powered recruitment process. Using Retorio's AI for pre-screening video applications for job and task fit lets RPC focus on top candidates early, make better hiring decisions and save costs. Retorio's software is becoming more and more trusted to support hiring managers globally by providing a video interview platform where its AI quickly and seamlessly recognises the soft skills, personality and culture fit of your potential candidate for a new job. Not only does the AI provide insight into potential candidates for hiring teams to analyse; Retorio's AI speeds up the interview process by 70%.
To see more about how Retorio’s AI matches candidates with your team, culture, and customers by watching the video below.
Or want to try the AI out for yourself? Click the button below to see how Retorio can help you gain a better understanding of personality, and culture fit, and essentially help save costs by recruiting faster and smarter.