Updated: Apr 6
It's no secret that the way we work has changed. To account for this, the way we hire needs to reflect that change.
Gone are the days of winning over candidates with office swag and corner offices. We're living in an era of remote work and Zoom interviews. Until it's safe to get back to the office, we need to make significant adjustments to the way we work, how we take care of our employees and how we recruit new ones. So, let's get started.
Before the Coronavirus hit the US, the problem was finding enough candidates. Now that the unemployment rate is at 11%, the problem for recruiters and HR departments is how to hire while working with the constraints of working remotely.
The pandemic has forced us to consider a new kind of hiring etiquette. One that will make companies re-organize the way they think about their candidates and bring them into the fold. We've taken a look at three things that we believe will help the hiring process go a lot smoother for you and the candidates you consider. For actual decision-making, see this helpful blog from Swatee Kulkarni, VP of GDI Infotech
1. A Shorter Hiring Process
Companies ALWAYS get the short end of the stick when they have a longer hiring process. Pre-pandemic, this was the norm. Recruiters would provide applications where you need to submit your resume as a PDF, and then manually type it out. You'd have interview processes that would be about 6-7 rounds of interviews over the course of multiple weeks, and it would be a load of stress on both the candidate and the interviewer.
This builds up cost for the company. It leaves your other employees to pick up the slack, which reduces productivity across the board and adds stress to your business process. It can cost anywhere between $2000 to $6000 to hire a candidate if you take a while to do so.
That's why remote interviews can massively improve the cycle and shorten the process. Without having to move long distances to have in-person interviews, candidates can show their most authentic selves in a work environment and can feel comfortable enough o express their goals and values with recruiters. That can help recruiters pick the most effective candidate for the job at hand. So, if you go faster, you could get better and more authentic results
2. A 360° methodology
If you've never heard this terminology before, here's what it is.
A full consideration of each aspect of an individual's personal and professional goals in order to ensure that they're working in a space where they're set up for success.
Why is this important? Because hiring the right person for the right seat is crucial for a company to move forward. It seems like common knowledge, but you'd be surprised at how often hiring managers miss out on this detail. Experience is important, but so is character. Not just character but also personal management styles. Are you looking for someone who is process oriented, people oriented or task oriented? That distinction could make a huge difference in the way your office ends up functioning and drive the kind of company culture you end up creating.
3. Empathetic discussion
It's been a tough time on everyone. For businesses and people alike. A bit of empathy and understanding can go a long way. It's important to note that in pursuit of our goals we should remember that the people we relate with have are dealing with this pandemic in their own way. We each have a responsibility to look out for each other even while conducting business. What does that look like?
It means being courteous during calls, and honest about the expectations we have of the other part; be you a candidate or a recruiter.
To sum things up, you need to ensure that you adapt your hiring process because as we get closer to a post pandemic world, the behavior of the past simply won't be as effective for the new job market. For more about preparing for a post pandemic world See our upcoming webinar.