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Four changes to implement in new hiring policies

29th Jul 2020
Talent Manager Recruitee
Blogger
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As tech-savvy business leaders look for remote options on how to reshape and improve their organizations going forward, hiring strategies will have to adapt to keep up.

The employment market, as it was at the start of 2020, looks completely different. Not only did it become an employers’ market virtually overnight, but the employer and employee goals have also taken a radical shift. Globally, hundreds of millions of people have become unemployed, some companies have shut their doors permanently, and others have drastically reduced headcount. 

Although the core of your recruitment policies and procedures will remain the same moving forward, your approach to hiring has to change. There are 4 actions you should consider right now if you want to attract and hire the best talent.

4 essential measures to implement in your hiring strategy

Rethink your job ads

Many people are searching for job opportunities more than ever before. The rise in unemployment and a decrease in job vacancies are reshaping the job market completely. That means that people are more likely to apply for any and every job they find, and re-adjust their CV to fit that position. Vague job posts will likely attract thousands of responses and no recruiter can afford the time to screen so many applications.

It’s time to be very specific when writing job ads and spell out the minimum criteria for consideration very clearly. Also, state that all qualifications will be verified and experience confirmed through past employment references. Add that applicants who can’t provide certification and contactable references will automatically get disqualified.

Confirmations, verifications, and past employment checks are going to become a key focus for recruiters for the foreseeable future. CV fraud could definitely be on the rise. Honesty and transparency have always been essential, but even more so now. It’s better to be open upfront than give someone false hope. You need to be mindful of the candidate experience from the very beginning, as some people can be applying to jobs as a result of an unpleasant layoff experience. 

Make sure you have the right HR tech for the hiring process 

HR technology has evolved to a point where face to face recruitment could become obsolete. What the lockdowns have taught us is that leveraging tech can streamline processes, save time, and be more efficient.

Recruiters can work remotely and hire successfully without meeting candidates. The application process gets managed online, candidate information is stored on a talent acquisition platform, and video interviews work excellently. 

Having the proper hiring tools in place can help both candidates and recruiters save time. HR tech has been designed to ensure, for example, that interviews are more relaxed, and they’re easier to schedule because travel isn’t a consideration. Interview quality is unaffected, and the candidate experience is actually enhanced. Video conferencing tools make panel interviews a breeze and recording interviews can help when making a final decision. Reviewing interview videos can also help with clarification and eliminate bias.

Consider using automated screening and chatbots

Remote hiring means that recruiters will utilize many different technologies to help them find the best candidates. Automated screening tools can get built into job ads to ask pertinent questions or for assessments. Applicants who don’t meet the minimum criteria get declined immediately and thanked for their time. Your employer brand is still intact! This will radically reduce the final number of CVs that need screening and saves time letting people know that their application is unsuccessful. 

Chatbots are also very useful in the early stages of the hiring process, from application to first-round interviews. They can answer FAQs that applicants might have, collect data, schedule interviews, and provide feedback. Considering that many applicants are stressed and eager to find employment, so you don’t want to leave them waiting more days on a reply. Chatbots ensure that people are updated and kept in the loop, freeing up time for recruiters.

Do remember, though, that chatbot communication must cease once a candidate has been interviewed and selected for the shortlist process. At that stage, impersonal communication can be off-putting, causing you to lose top talent and even damage your employer brand.

Re-evaluate your collaborative hiring practices 

Collaborative hiring is more important than ever before. Leaving hiring decisions up to one individual could expose your organization to the risk of unconscious bias and lack of diversity. Selecting a hiring team should be done on the same basis as it was before. The line manager and recruiter must meet upfront (online if necessary) and establish parameters like the job description, salary, timelines, and who should be part of the hiring team.

Despite initial fears that interviews via video conference will be difficult, it turns out they’re not. They’re far more convenient because team members can join the interview from any location. So no more coordinating calendars for when everyone will be in the office at the same time.

Why you can’t afford to recruit as you did before

Change isn’t easy! Many business leaders might feel tempted to hold on to the false belief that once Covid-19 has gone down, things will go back to what they were. The reality is that this pandemic is shifting perceptions and expectations when it comes to the future of work, whether we’re aware of it now, or not. 

No one can say for sure what tomorrow's workplace will look like - if we’ll work from home, in an office, or in-between. But forward-thinking business leaders are already implementing change, planning ahead, and using change management training and support to bring their workforce with them.

As we all adapt, we’ll also settle into a different way of handling our hiring processes. If your hiring strategy is still going to be a pre-pandemic style, chances are you won’t attract the best talent. Start now by reviewing your planning, pinpoint your hiring team, and set proper expectations for you and your future candidates. Providing a good candidate experience for all your applicants is a must during these times, so make sure to be mindful of applicants’ expectations.

 

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