As we approach the end of the year, a proclamation that COVID-19 upended both the search and onboarding process in 2020 is not going to be controversial to either executives or recruitment professionals. The lasting effects going into 2021 and beyond however, are still to be determined.
At the onset of the global health pandemic, when employees were first sent home, no one anticipated how long work from home and other job modifications would be in effect. Today, it seems clear that remote work and other office changes brought on by COVID are here to stay, even after the health crisis passes. Similarly, recruitment and hiring professionals who have adjusted to new COVID realities may also find that these changes last longer than the pandemic does:
- To start, employer branding is now more important than ever – branding, communication and reputation has become even more important to job seekers and will likely stay that way. For example, with remote work becoming increasingly acceptable and valued, employees are no longer tied down to job opportunities in their immediate vicinity. Pre-2020, a job seeker may have applied to a company because it was the best option in their city. Now that this barrier has been largely removed, they might consider opportunities on a national basis – meaning strong employee branding could attract the best talent away from competitors in other geographic areas.
- The pandemic has frequently stretched the timeline of hiring and onboarding. In order to keep highly sought-after candidates committed to a longer than usual interview and hiring process, hiring organizations must be authentically engaged at all stages. Caveat: It is worth noting that, conversely, for some functions and executives – think diversity-equity-inclusion leaders – the avalanche of roles being created in 2020 has meant that organizations do not always feel they have the “luxury” of their traditional multi-round interview process and have had to become more nimble in their decision-making in order to remain competitive to candidates. Either way, the traditional, lengthy, methodical, systematic interview process may be on its last legs.
- The prioritization of employee benefits has also shifted this year, in a way that is most likely going to remain as companies begin hiring for the future. As employees spend less time in the office, traditional perks such as free lunches, lounges, snacks and ping pong tables have lost their usual allure and employees are instead looking for benefits that better fit into their new realities. Flexibility, clear communication, and mental health support are now more important than ever. Companies hoping to attract the top talent must be able to show their investment in these benefits to the top talent they are hoping to attract, or risk losing out.
- While many of us have Zoom fatigue, the need for reliable and easy-to-use technology has never been as critical to hiring as it is now, and will continue to be. With both the new work from home normal and the increase of tech-savvy Gen Z in the workforce, it is imperative for companies growing their workforce to invest in the best recruiting technology possible. Recent studies show that Gen Z applicants will hesitate applying to companies with outdated recruiting technology and, as more people get used to remote interactions, this trend is likely to spread. With less in-person hiring, optimal recruiting technology will help potential employees communicate their skills and cultural fit, while also giving them a sense of a company’s general internal culture. Without this technology, employees are left to fill in the gaps themselves.
As we cautiously approach the light at the end of the COVID-19 tunnel, it is worth noting the changes in recruiting and hiring that the pandemic has introduced and accelerated – adapting to them will support the recruitment of the highest caliber talent.