Yes COVID-19 will recede. And hiring will return to something like normal levels. But the recruitment landscape may never quite look the same again. Here are four predictions from CHROs on what recruitment may look like post-pandemic – as compiled by hiring specialists Easyrecrue.
#1 Strategic employer branding
One of the key selling points that makes an employer brand a destination employer is the effect it has through its communication channels, and how those channels are used for maximum impact. Meeting prospective candidates in person – especially fresh graduates – has long been a crucial component of the recruiting process. Recruiting is, after all, an extremely hands-on job by definition. However, the pandemic has profoundly changed this.
For HR professionals, it has become apparent over the course of 2020 that job fairs and face-to-face university campus events are extremely challenging if not impossible – at least in the medium term – and digital-format events will replace them.
In addition, organisations have a responsibility towards the physical and mental wellbeing of their employees and this could become a point of difference for prospective talent, like social and environmental responsibility.
#2 Recruitment: Disruption but not a revolution
Accelerated by remote working, hiring processes are becoming increasingly digitalised – with time-consuming pre-screening being automated via digital tools. And while this is a great way to speed up processes meeting prospective candidates in person is an experience that is irreplaceable.
Securing the best talent will require a more coordinated effort, underscoring the importance of an efficient CV parsing and pre-selection processes. While remote on-boarding will become more sophisticated and satisfying for new hires.
#3 Trend to internal mobility
The pandemic has led to financial difficulties a hiring freeze for many organisations in Hong Kong and the rest of Asia. The impact is even more pronounced with many countries in the west. The HR managers, leaders and recruiters interviewed believe in-house skills is the answer. Internal mobility was cited as one of the most significant HR trends to come out of the pandemic.
In terms of hiring for externally – for the foreseeable future at least – it will be dedicated to locating talent with skills that cannot be found or developed within the organisation.
#4 Anticipating the skills gap
Most of the senior HR participants interviewed put a premium on internal training to prepare the organisation for the future and anticipate the skills gap. Sales teams were singled out in this regard – especially for enhancing remote selling skills in addition to on-site sales. However the most commonly mentioned training focused on the management teams – identified as pivotal to a company’s business transformation.
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