2020 brought a multitude of global challenges. And Covid-19 changed the way corporations manage their operations.
We saw a shift in economic practices towards a more digitised system. In the wake of these transitions, GoToMArket developed ways to optimise the recruitment process for organisations. The job market evolved with the increasing demand for remote work.
As a result, today’s workforce is varied and distributed since more remote jobs are being created using Apps such as Zoom or Microsoft teams. So how do you assemble the best remote working staff?
Digitised Recruitment Process
Due to the shift towards remote jobs, companies are now striving to create digital hiring processes. The dynamic of management and employee relation and interaction has changed since the recruits are filtered and hired without the involvement of physical interactions.
The type of skill set required for a particular job has also changed in terms of talent screening. Most people now update their Linkedin profiles or Instagram to get their desired jobs.
Activities such as recruitment drives and job fairs have become obsolete since most interactive projects are done online.
Remote Talent Selection
There has been a rise in hybrid working conditions where employers are now trying to achieve a balance between remote and physical jobs. UK remote working has optimised the hiring process and talent acquisition.
Now job interviews are being conducted through video chats which are faster and more cost-effective. Although this method has its perks, team and trust building deteriorates from a lack of in-person communication. Companies have opted for hybrid methods that include in-person screening and virtual talent hunts.
The efficient way to go about the screening and pre-screening process is to develop AI software that can act as the filter for applicants. The CVs can be submitted digitally with particular keywords per the job description.
Human error and chances of favouritism or biases can be eliminated from the recruitment while saving valuable time and hassle for the HR personnel. We are now working with a much larger pool of candidates and experienced workers with varied skills.
There is a downside to this since all jobs aren’t meant to be done alone, by yourself. The company may need its recruits to work in teams. Hence they would have to be in the same time zones and similar environments to get the job done.
Evaluating Applicant Expertise
Each company has its version of what skills they might be looking for in the candidate they hire. The landscape of the business world is getting more competitive and having the right skill set on hand is the key to its success.
Many companies now have testing platforms, and virtual simulations to assess the critical thinking, problem-solving, and teamwork of a candidate. These simulations may put the candidate in a situation where they can display their expertise in crisis management. This will filter out the best possible remote workers coming out of the screening process.
Before Covid-19, companies held internships and recruitment drives to attract workers to apply for their jobs. Making the job appealing to candidates has also changed.
The skilled candidate would have their pick at job opportunities since many businesses are hiring in bulk after the pandemic restrictions are lifted. Companies have opted to give out perks such as better healthcare plans, flexible hours and the option to work remotely.
Sick leaves became the norm since the pandemic hit the UK, so people can stay home and take care of themselves as well as family members. The previous methods involved showing off luxury office spaces to the candidates. This becomes moot since the recruits would rather prefer the ability to work remotely and have a more relaxing work environment.
Emails and thank-you notes and online correspondence play a vital part in maintaining communication in remote work. This should be articulately performed from both sides, the recruiters and the applicants.
The cover letters need to be concise and well-drafted to demonstrate the quality of communication a candidate can bring to the pool of employees. The applicant should be able to write professional emails since most of the communication and interaction is done through them while you’re going through a selection process.
It is easier to get swept up in miscommunication hence writing precise and to-the-point emails will rid the correspondence of any misunderstanding. Proper grammar and sentence construction are key to impressing the HR committee.
Lastly, after the recruitment process is concluded, there is a need to introduce the new employees and get them acquainted with the existing staff. The HR manager is required to come up with practical solutions to this using virtual platforms. Team meetings can be conducted periodically to make sure you keep all the necessary workforce in the loop while working under the umbrella of the company.
Employees prefer to work in remote settings nowadays since most of the work has become reliant on technological tools. This is the future of employment which saves valuable resources and gives employees the benefit of working from their homes.
UK vs US hiring process
One of the key aspects that differentiate companies in the US from those in the UK is the outsourcing of jobs. US companies have even outsourced the hiring process to overseas contractors which haven’t turned out well.
Those detached contractors do not know the company values or the way they run their operations. Getting them to do talent hunting may lead to them not being able to recognise the best talent skills from the pool. They might end up hiring only the ones who seem best on paper. US companies have suffered huge losses and were unable to start their work life for the better part of 2020.