The shift to remote working as a result of the COVID-19 lockdown has impacted almost every single industry. But especially for HR, the lockdown and closing of businesses has meant every aspect of hiring has had to change
The lockdown indicated a surge in unemployment and led to many being placed on furlough. In fact, more than a quarter of workers are now furloughed across the UK. And as businesses start to get back to a new normal, so too are recruiters.
Businesses are still looking to hire and candidates are still looking for jobs, but in this new normal, there will be a number of changes to the traditional recruitment processes.
Undoubtedly recruitment has changed forever. It’s still being advised that face to face interviews are avoided, and all hiring stages take place online through video conferencing platforms.
As such, HR and recruitment teams have had to adapt their recruitment methods and educate themselves on the existing technology, to help find candidates best suited to roles via online or phone interviews.
Though dependent on industry and roles, for the majority, remote working will be an option for employees. Twitter for example is allowing all staff to work remotely ‘forever’. HR departments will have to take this into consideration when advertising roles to find the most suited candidates. As such, we’ll see remote working become a staple, along with other employee benefits like cycle to work schemes, included in job descriptions.
We will also see recruitment strategies go digital, harnessing AI and robotics to automate processes. This will be seen through a virtual shift – in-person meetings and interviews will now be done over phone or video, and there will be less need to meet face to face.
HR departments will be able to engage with applicants by scheduling video or pre-recorded interviews as well manage documents using AI software. This has many benefits – increased engagement and communication, a better experience for both the candidate and recruiter while being cost-effective as well as reducing hire times.
HR teams may also look to harness onboarding software that helps businesses welcome new employees. Onboarding software gives HR control over issuing contracts, collecting key information, policy acceptance and generally helping new employees get ready for their first day.
As remote working will be the new norm, employee onboarding software will mean new starters can have a more standardised experience to better understand the company, culture and role responsibilities. It also reassures the HR team that all processes have been followed, and the employee is provided with the right information at the right time.
It’s no surprise that the recruitment industry is swiftly changing. As businesses tackle the current UK economy recruitment has had to take a step back and adapt and change to support businesses in this time of need.
No one can predict what will happen in the months to come, but the recruitment industry is resilient. HR teams must continue to educate themselves on the online tools available to make sure they are using the best platforms to ensure hiring can remain consistent and effective post-pandemic.
Original article ‘What key trends must HR adopt to keep up with the changing recruitment industry?’ Written by Dean Sadler Published by HR Magazine
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