Millions of jobs and companies have been staggered due to nationwide lockdown. Undoubtedly, the economy will rise again, and organizations will resume. In this, the overall recruitment industry is set to undergo changes post normalization and find a few innovative ways to attract, hire, and retain new talent.
What I believe is that there is a gap between new business needs and talent management. To remove this gap, AI-based talent management platforms would play a pivotal role. But how will recruitment planning look like after COVID-19?
Read on to find how talent acquisition can prepare itself for the road ahead.
Introduce Recruitment Software:
When you begin hiring after COVID-19, use HR technology to find the right candidate and quickly narrow down applicants with a resume parser. This tool will pull information from resumes and store it in set fields like education, skills, experience, and contact info. This will save time and add automation to your hiring process. There are also other technologies, like search and match engines, that offer similar matching suggestions for resumes and jobs. These methods will help HR professionals speed up their recruitment efforts.
Build Talent Pool Online:
Because of COVID-19, your hiring efforts may be restricted at the moment. Create a talent pool and keep candidates interested through relevant communication. The best way to reach potential candidates is via social media. Platforms like LinkedIn, Twitter, and Facebook will help you customize your messages effectively, allowing you to find candidates quickly. Here are some tips for HR professionals to kick things off.
a). Use the right hashtags to draw the attention of candidates.
b). Use the various paid options offered by different social media platforms to boost your job post.
c). Ensure that your social media pages are optimized and can be found in search results.
These steps will help you to ramp up your hiring again. This talent pool will also help you in the future whenever you look for candidates.
Focus on Promoting Job Security and Growth:
When you start hiring after COVID-19, remember to focus on promoting long-term job security and opportunities for the growth of an individual. This is the main thing candidates will be looking for in the time of the economic downturn. It is essential to build job security if you are trying to attract candidates during the recession. Promote job security, growth in your job profile, and timely communication will ease the candidates’ concerns about the future.
Maintain a Powerful Employer Brand:
Employer branding is imperative for organizations’ marketing and recruiting efforts. Post COVID-19, it is going to be more significant. This will define your brand for decades to come. So, pull up your socks to improve your employer branding by using various strategies. This will help an organization to find, attract, and hire the perfect applicant for the organization.
Introduce Diversity and Inclusion:
It is easy to forget about diversity and inclusion in the recruitment process when you have ‘n’ number of applicants lined up to work for your organization. During this economic downturn, if you want to continue in building a productive, engaged workforce, you must look for diverse talent and create an inclusive culture within your organization.
In this challenging time, organizations must adopt new strategies to survive and thrive during the recession. Now, the recruitment process will have a different face than it was in 2019. This recovery will take some time, and to survive in this storm; you must be agile and ready for anything to come.