HR Emergency: Going Virtual Under Covid-19 Crisis
With the COVID-19 outbreak affecting not only thousands of people but also impacting businesses in a devastating way, there arises a burning need to digitize your recruitment process. This is not just only to survive its disastrous impact but also to keep the business processes running smoothly.
Clearly, the current Covid-19 crisis has not hit us out of the blue. It was always on the cards that we’ll be facing this HR emergency. The HR fraternity was warned right at the start of 2020. As a result, there were severe concerns over how should HR prepare for the coronavirus outbreak.
At this moment, where most of the countries have imposed either curfew or put themselves under complete lockdown – the HR fraternity is in dire need to go-virtual in order to fight this global emergency.
Now almost every company has introduced the WFH (work from home) policy.
Considering this, traditional recruitment practices will no longer work since one-on-one interviews, campus drives or any other physical hiring exercise cannot take place.
Therefore, recruiters are only left with the option of digitizing their recruitment process. This means organizations will have online tools to stand out among the competitors and will possess the ability to hire more competent people in a timely and cost-efficient manner.
Here are four reasons why you need to virtualize your recruitment process amid the deadly pandemic:
1. Provide a More Engaging Candidate Experience
While automation – in the form of chatbots – is commonly known for providing customer support, it also plays a huge role in the sphere of recruitment. Automation takes some of the time-consuming and demanding manual tasks off from the recruiters’ plates while also enhancing the candidate experience.
From sending personalized emails to each candidate at different stages of the recruitment process to sourcing candidates with relevant keywords, to administering assessments and regularly updating candidates throughout the journey, automation can help recruiters improve the recruitment process in a number of ways. Cherry on top, recruiters can work remotely in their virtual office.
When you have automation in place, you can provide a personalized journey to candidates. Acknowledging every candidate and keeping them informed about their status polishes up the candidate experience as well as it improves the candidate’s opinion of you as an employer.
2. Maintain Social Distancing with Video Interviews
First-round video interviews provide flexible options to both recruiters and job applicants as they reduce the chance of delay in scheduling interviews and preparing several hours for a face-to-face meet.
Unsurprisingly, the number of companies using video interviews increased by 67% in the previous four weeks owing to coronavirus concerns.
With the powerful technology of video interviews, employers can talk to any candidate around the world in the comfort of their home, thereby expediting the recruitment process while spending less money. Video interviewing can be the best alternative to traditional interviewing process.
Additionally, hiring managers can even send pre-recorded questions to various stakeholders that can conduct the interview even when they are not around.
3. Uncover Top Candidates from a Diverse Talent Pool
One of the first digital transformations that took place in the recruitment process was the availability of online applications. As we stand in an ever-evolving digital world, it is very rare for a candidate to apply for a job that doesn’t involve some sort of online element – whether it is emailing a resume or filling out an application form on a company’s website.
The inclusion of Applicant Tracking System (ATS) has made things much easier for recruiters, allowing them to streamline the hiring process and eliminating the need for unnecessary paperwork.
Rather than having to sift through endless stacks of CVs manually, hiring managers can access a single database where every application is stored. Thus, they can easily review and rank each candidate efficiently while reducing the time-to-hire.
Additionally, if your company has multiple job openings, ATS can be even used to create an advert, without you having to post on individual job boards. You can even post jobs directly to your company’s career page and share them on different social media platforms to reach a larger talent pool.
4. Enhance Your Employer Brand
Recruiters can smartly leverage social networking sites to attract, engage and communicate effectively with the top talent. You may build a robust social media presence and even run an email marketing campaign to showcase your employer brand.
Nevertheless, whichever medium you use, you need to make sure that your potential applicants are users of that specific network. According to a LinkedIn research, a strong employer brand is twice as likely to be associated to job consideration compared to a strong company brand.
Using a social networking site as a platform will allow you to promote your employer brand and your company while also providing a positive experience to the candidates.
Coronavirus is not the first battle the HR industry is fighting against. For decades, recruiters are known to be battling the war for top talent. However, the battle for top talent is going to be more vicious than ever.
Today, if companies and their recruitment teams don’t go virtual to digitize their hiring process, then it is guaranteed that they won’t be able to confront this HR emergency caused by the covid-19 pandemic.
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Daniyal is the Head of Marketing at The Talent Games - a Singapore-based HR Tech company that pioneers in AI-driven gamified assessments. He covers topics like Gamification in Recruitment, AI-based Assessments, Neuroscience-based Games, and Recruitment Marketing.