COVID-19 has dramatically affected the way businesses operate, and this is especially true for hiring. The recruitment process has transformed as the demands of the job market change, which are likely here to stay. For instance, freelance job opportunities increased by a whopping 36% over the past year. Practices like virtual interviewing and remote onboarding are now commonplace as influenced by the physical restrictions of the pandemic on businesses. As the future of work continues to change on this trajectory, here are the other ways that the pandemic has changed the hiring process:
The talent pool is no longer limited by location
Businesses have had to accelerate the digital transformation of their operations — which has led to an increase in remote working and distributed workforces. This shows that most companies do not actually require physical locations to conduct their business, so it shouldn’t be a limiting factor for hiring either. In the past, the search for the perfect candidate was severely limited by geography as hiring managers needed to consider a candidate’s proximity to, and availability for, in-office work. Now, businesses can tap into a much larger talent pool without spending on relocation or limiting options based on location.
Recruitment platforms are now online
Hiring managers and recruitment teams have become increasingly reliant on technology as the pandemic drew on. Reports have shown that most recruitment processes have now shifted into the online space, with 58% of recruiters using social media networks like LinkedIn, Facebook, and even Instagram to connect with potential hires. While this isn’t a stark difference from how hiring was being done pre-pandemic, it has both expanded and limited opportunities for recruitment. Activities such as job fairs and open houses are now being mostly conducted online. Modern recruiters go through online human resource management programs which also focus on management systems and technology grounded in HR principles. This allows them to meet the strategic goals of the organization. For instance, recruiters can now opt to use video conferencing platforms to interview multiple candidates, and the same technology has made it easier to evaluate these candidates simultaneously. And while virtual interviews may seem impersonal, they have resulted in better engagement with applicants. The result is a speedier recruitment process with options from a much more diverse talent pool.
Demand for certain industries is changing
Some industries, such as the hospitality and service sectors, which may have easily attracted top talent pre-pandemic, may now be facing a hiring decline. This is because employees are more concerned with job security during uncertain times. To attract and retain talent, your business needs to have measures in place that can provide a steady and stable position to candidates. This applies both to companies in industries that have taken a backseat in terms of demand and those who require more talent. Currently, the most sought-after jobs fall within the technology sector as reliance on it has increased in the past year.
Compliance with new legal requirements and safety policies
Security and safety are of utmost importance in a digital and remote workplace. Your company will need to have clear-cut policies and expectations, which should be set during the hiring process. These include, but are not limited to, the hours per day expected of remote employees, equipment the company will provide, and tools employees will supply themselves. You must also take into account various state-required policies. For instance, the Utah Senate recently passed a bill that allows employees to use exemptions for vaccine mandates, including personal, medical, or religious reasons. Federally mandated policies are crucial, such as those on equal employment and anti-discrimination, sexual harassment, and various types of leave. Occupational safety and health standards will also be essential, which should be outlined for both on-site and remote workers early in the onboarding process.
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Exclusively written for sixfifty.com
By: Rainey Jacilyn