An immaculate resume, a con call, a face-to-face meeting, standard interview questions – Tell us about yourself? Why do you want to apply here? Where do you see yourself in the next five years? What are your strengths and weaknesses? What are your hobbies?
And in-between, some small talk if maybe the candidate has something in common with the company or the interviewer – Oh! I come from the same hometown! I went to the same college!
The candidate is good. References check out. You are hired! This was largely how the recruitment cycle looked before the COVID-19 crisis.
The recruitment dynamics have changed in just a matter of months. The pandemic has brought in many shifts for HR professionals.
Hiring in the New Normal
For most business and HR leaders, adapting their talent strategy to coronavirus response was the first move. Be it shifting workforce from on-office work culture to Work-from-Home or optimizing workforce.
According to Deloitte’s survey 2020,
Most world-class talent leaders and companies appear to have a stronger focus on longer-term talent investment and have redefined their talent priorities to bear the impact of a larger economic crisis and recession.
Along with hiring for the long-term, companies have overhauled their recruitment procedures. They are resorting to intelligent automated hiring procedures through virtual screening of candidates instead of conducting in-person interviews.
In what ways are leading HR professionals and talent managers are responding to shifting demands of the businesses and navigating this ‘new normal’.
They are using these basic standard principles to kickstart new talent acquisition strategy.
5 Principles of Virtual Talent Acquisition
Most Chief Human Resource Officers and talent managers are going beyond established hiring styles and adhering to blending creative recruitment strategy with virtual mediums. Here’s how they are doing it.
1. Announce yourself.
When a new person joins, people notice the new face. That’s when new employee also gets a chance to introduce herself to others, and engage with colleagues. But that’s normal circumstances. How do professionals in HR careers ensure they are able to announce new vacancies? Then again, how do you onboard a new recruit?
Figuring these questions out will underline the dynamics of the virtual recruitment strategy. The first step of which is announcing your new vacancies.
- Use social media platforms such as LinkedIn to advertise. A lot of job hunters and also passive talents are active on LinkedIn.
- Along with external listing, try to list your job postings on your company’s website as well. This will help you attract the right set of candidates.
- Cleanse your old postings and update them to reflect new vacancies.
- You can also inform you, current employees, to spread the word through their social media handles.
- HR professionals may choose to install the system of bonus points for every hire made through internal references, or for participating in sharing their experience of working with your company. This will give a personal touch in the virtual world.
2. Build an online recruitment ecosystem.
When operating in the physical world, a majority part of the decision has impinged upon the face-to-face meeting with the candidate. That’s going to be absent now.
As you move your process to the virtual world, every iteration will need to be converted in a system – from greeting potential candidates to asking for their details and testing them.
Professionals in HR careers must take care of these pointers when carving an online recruitment system for their company:
- Online tests. You have plenty of options online to assess a candidate. Psychometric test. Virtual hackathon for techies. Other domain tests for screening. Coding simulators. It is your chance to actually know a candidate given a face-to-face meeting will not be possible.
- Test your technologies. Do all you can ahead of the time to make sure your candidate screening process is smooth and your technologies work. From sending a video link to online test procedures.
- Narrow all the questions and information you need to gauge the candidate.
3. Keep trust.
HR leaders and HR professionals must try to ensure that a new hire is recruited with the intention to support her for the long-term. Going forward with this intention is the first step to a successful talent acquisition strategy.
- Tell new hires outrightly about whether the position is permanent or temporary.
- Be conscious of what you offer to the candidate.
- If you think you will retract the position after the threat from the crisis has passed, lay it all out at the time of giving the job offer.
4. Lay down Work-from-Home expectations.
Even though most economies are coming out of the lockdowns, the remote work situation is likely to continue for this year and even beyond for certain positions.
HR professionals must bear this fact in mind at the time of hiring. Placing a special focus on remote working skills will take your recruit a long way in successfully contributing to the company.
Good communication, self-motivation, and conscientiousness are some skills useful in remote working.
5. Use internal references for hiring.
Leading talent professionals usually frame their strategies around both active and passive candidates hiring. Later especially in case of hiring for senior positions. To accomplish this in the virtual world, talent leaders adorned with the best HR and talent management certifications suggest a two-pronged approach:
- Advertise on social media platforms, especially LinkedIn, to announce a new vacancy. It will attract both active and passive candidates.
- Facilitate internal mobility as well, i.e. looking internally within the organization from existing talent. This will ensure retention of not only those employees of yours looking actively for a job, but also those prospective passive candidates who could have been poached by outside talent managers.
Though the idea behind talent acquisition remains the same even in the virtual world, the tools of tapping into talent resources change drastically, which augurs a change in most of the implementation of talent acquisition.