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The 7 Pillars of HR Leadership – Part 4: Talent Acquisition

In this blog series, we will describe the 7 most pressing challenges, trends, and possible opportunities in front of HR organizations as the enterprises they support to come out of this pandemic and adjust to the ‘new normal’
One of the unfortunate results of the first wave of lockdowns and shelter-in-place orders was the massive decline in labor demand; even with the measures being lifted, companies are still reluctant to hire full-time employees.

How COVID-19 will impact the recruiting process

The world changed from a situation where organizations were fighting for resources amidst one of the lowest unemployment rates in recent history, to an abundance of resources post-COVID-19 – it is expected that for the same role, there could be more than 4 to 5 times more candidates available for consideration.

Candidate Experience

What can HR do?

For HR organizations at companies that are hiring, the talent acquisition process will need to change and adapt its processes to accommodate the expected volume increase of applications as well as safe engagement requirements caused by the pandemic. At the same time, these same resources could be hard to get when the market stabilizes. Many smart companies are looking way beyond the COVID-19 situation and planning for the future and hiring the Talent that they know they would need post-COVID-19

Virtual Working:

It is here to stay, so be a prepared offer and be ready to manage remote working situations. Talent Acquisition teams along with hiring managers should revamp job descriptions and job roles so that they are more accurately reflect your organization’s needs

Use of Technology:

Consider how next-generation technologies such as artificial intelligence can help you with the recruiting and onboarding process. Leaving the repetitive, administrative work to the software can reduce discrepancies and free up your HR resources to focus on more value-adding endeavors.

Social recruiting:

In the absence of office visits and facility tours, revisit social media to share information about your organization. Leverage video and visual content to describe your company’s work culture, future plans, career development activities, teamwork, and training. In the virtual world, social media is the best communication channel to show your candidates your human side.
Leverage social media to also proactively identify, attract, and hire high-potential candidates. Reach out to your talent pool and inform them who you are as a company; future opportunities post COVID-19, give them a glimpse of your corporate culture and values.

Virtual Hiring:

Virtual hiring is here to stay. Video interviewing is not new, but various organizations realize the power of connecting candidates without the need for travel or the challenges caused by scheduling, this has made interviews digital, not only transparent and cost-effective but also often has a positive impact on fill times and the overall candidate experience to boot.

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