As we all know, the Sars-COV-19 virus has had and continues to have a significant effect on our lives and, implicitly, on our careers.
Concluded contracts, canceled job offers, technical unemployment are just some of the measures that many companies needed to resort to.
Although we all have to go through these uncertain times, we will not talk about it further.
Instead, we will inspect the trends that corporations will embrace and whether recruiters will return to the old recruitment procedures that involve face-to-face interviews, multiple meetings, and checking candidates from numerous points of view.
To understand if recruiting will remain remote post-COVID-19, we should analyze what recruiting meant before, during the pandemic and what scenarios may appear shortly.
We should start by talking about the recruiting before COVID-19 when it was possible to invite a candidate for a future job at the recruiting center and to get to feel that individual’s personality and energy as they walk in the room. You could see their reactions on spot and you formed some kind of connection and shared some time with that potential candidate.
Everything has to go through a transition and this time, for all of us, was a short period. So, in the beginning, it was hard to adapt to the new recruiting style and we have to learn new strategies to move everything remotely. Of course, some companies already have digital recruiting included in their recruiting process but not all of them were so developed.
Recruiting remotely has both advantages and disadvantages. First of all, by online recruiting you diminish the most important asset for us all, time. By applying online questionnaires and other online tools, a company can interview more candidates in a shorter period.
Digital recruitment- what does entail?
Digital recruitment is the process by which recruiters use technology to attract, evaluate, and select candidates for available positions in their company. According to the lab report writer, digital recruitment includes several methods of attracting candidates, including the use of online recruitment sites, the use of social networks, and online evaluation questionnaires.
Digital recruitment can facilitate the overall recruitment process. It is easier for recruiters to search online for the profile of potential candidates or to evaluate their experience and skills through online interviews, in the first stage. Managers find their right candidates faster, and specialists have more career opportunities at hand.
Technology has revolutionized the labor market and made it possible for digital recruitment to enter the scene, bringing a competitive advantage to both employers and employees.
The most important advantages that digital recruitment has brought are:
Reducing the time and cost of the recruitment process.
Through online interviews/questionnaires, the company can find out more quickly if the potential candidates are suitable and it can interview a larger number of people in a shorter time.
Greater flexibility for candidates.
They can offer online interviews and no longer have to travel to the headquarters of the hiring company.
What does the future hold for us in digital recruitment?
The traditional and conventional recruitment process has long since ended. Now is the time for technology to revolutionize everything that means to attract new employees.
Here are some future trends to consider:
Artificial intelligence
This is used to find out more quickly about the profile and experience of potential candidates. If you have tools/apps that use artificial intelligence, a company can reduce the time and costs of the recruitment process, inviting only the most suitable candidates for the interview.
Video interviews
You no longer need to travel to the company’s headquarters to have an interview. Apps such as Skype, FaceTime, or platforms as it is Zoom allow efficient interaction between the recruiter and the candidate, which makes the recruitment process faster and more useful. You can interview a candidate from abroad or from another location, without too much effort.
Less formal interviews
More and more companies want to interview people in a less formal environment, such as a cafe. Such an interview helps companies to know the candidates better and to follow them in a different environment than the official one.
Social Media.
This is and will continue to be one of the most effective recruitment channels. it can be comprehended as a best essay writing service uk.
Virtual reality.
Some corporations use virtual reality to show potential candidates what it means to work in that company. It is a way to promote the company among the top specialists, it is a good opportunity to show them what the organization can offer them.
Recruitment of passive candidates.
To hunt down the best specialists in the field means to approach those who are not looking for a job at that moment. In an extremely competitive world, the company must know how to sell very well to candidates and show them what additional benefits they can have if they give up their current job in favor of the new enterprise.
Unfortunately, there are also some negative aspects that remote recruiting brings with it.
Starting with the online campaigns, they have the power to make the companies heard but maybe they are heard by too many people. It can be the case in which too many people apply for a specific job and maybe they are not ideal candidates for that job or their profile doesn’t match the company’s profile. There are ways to overcome this situation, by making detailed descriptions about a job, with clear requirements and less ambiguous information.
Another disadvantage is the capacity of future employees to interact with online sources. As these tools help the employer, they can be seen as a challenge for some people. There can be candidates that find it demanding to work on specific programs and some even don’t have a stable internet connection. For them, moving the recruiting online represents a disadvantage and maybe they would have felt better at a face-to-face interview.
It can already be perceived that most companies prefer to work remotely, this way being able to protect their employees but also offering them the advantage of being more flexible and practically able to work anyplace they desire.
Globally, there are already many mobile apps that allow users to apply for jobs, join an interview via video recording, and stay up to date with vacancies. Candidates can also share their agenda with the recruiter to determine the most appropriate time for an interview. Through a tracking system, employers can monitor each recruitment process for a better record of each candidate.
“Improving recruitment processes must be a priority for recruiters, and human resources professionals must take steps to remain competitive in terms of the management of future contenders”- Tobias Bowman, editor at dissertation writing service.
Organizations that will win the war for talent in this new era of the remote workforce are already looking at how to excel in digital recruitment.
Therefore, the future belongs to those who will choose the technology to work for them and are confident that it will provide the best solution for their needs.
