Post-pandemic world: How has the hiring process changed?

recruiters sitting around the laptop.
Covid-19 will not exit our lives as quickly as it came. It has also dramatically changed the recruitment and hiring processes forever.

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Certainly, Covid-19 will not exit our lives as quickly as it came. By now, most people and businesses around the world have adapted themselves to this new reality. It has also dramatically changed the recruitment and hiring processes forever.

Here are some major hiring and recruiting changes we witnessed:

Virtual and global hiring

Zoom and MS Teams have become the most used meeting platforms for conducting interviews and meetings. The hiring processes are now, in most cases, shorter, and more efficient compared to regular face-to-face interviews. Additionally, it’s also cost-effective and time-saving for both parties. A win-win situation that is likely to last long!

Spoilt for choices

Virtual hiring has also opened up a plethora of choices for employers and potential employees, considering there are no geographical barriers to seeking and hiring talent or finding new job opportunities. The location of a candidate is no longer a handicap for most companies that have transferred their operations online. It proves that location is not a limiting factor when it comes to boosting a company’s talent pool or finding more job opportunities for talents. Most candidates seem satisfied with such a significant change and the impact it has on professional and personal levels.

Candidate’s choice

‘Work-from-anywhere’ is no longer a benefit but a norm. Employees are hesitant to go back to working from the office. And, why wouldn’t they be? It works out the best for new mothers and parents in general, saves commuting time, and employees get the freedom to work from wherever they want. Many believe that a reasonable hybrid work model is equally effective. Candidates are becoming more cautious in choosing their employers. Companies these days sell themselves during an interview process as much as candidates do. The tech industry, for example, finds itself in high demand above other more traditional industries as professionals look towards the future – technology is here to stay – and that translates into job security for many. Helping to boost that is also the fact that most companies affected by Covid-19 will continue to require support for remote work, customer care, and all kinds of online experiences for their customers.

Brand image and reputation

Employers pay extra attention to building (and maintaining) a good brand image. Employers’ reputation is one of the key factors in the post-pandemic era. Is my company willing to go the extra mile? What is in it for my family? Losing jobs amidst the pandemic has made people rethink their choices. ‘How has the company responded in challenging times?’ is a question many candidates ask before choosing an employer. How well or poorly they have treated their employees will make a difference.

According to Unilever Singapore’s Global Head of HR, Trang Nguyen,

“People will remember what you do as a company during tough times – what you do now will be remembered forever (…) the employer becomes the social safety net, and how you lead the team through a crisis will determine retention and the ability to attract talent in the future”.

This puts extra pressure on companies to adapt to changes as well as show care and support towards their employees but so it gives more opportunities and room for growth!

Adopting strategies to retain talent

Retaining talent is a top priority for any employer. New-age problems need new-age solutions. The younger population has thrived on flexibility and prefers performance measured by outcome rather than time. One of the strategies of retention is flexibility – not just geographical but also the flexibility to change career paths, choose career breaks and be able to be more involved in the company rather than just the department. 

The second tactic is to make work fun and give excellent and constructive feedback. Whether they are at the office or at home, leaders can have a big impact on their employees’ work. People who are happy at work will stay longer. Providing good, consistent, and actionable feedback and motivation helps foster growth and retention.

The pandemic and consecutive lockdowns forced businesses worldwide to adopt new hiring strategies. These new strategies unquestionably have been helping to expand hiring pools and compel companies to do their best to stay at the top of the game.

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