5 Key Strategies to Prepare for Post-COVID Recruitment
COVID-19 pandemic has already brought changes to the world. The way forward is difficult to foresee due to the uncertainty, layoffs and closures. It’s time for businesses to plan and prepare for the new post-COVID era.
Due to the evolvement of economic conditions, having the right talent in the organizations is crucial to maintain business challenges.
Let’s put the thinking cap on.
- Have you given a thought about the type of talent you require?
- What knowledge, skills and competencies you need to thrive in business?
- How do you find experienced talent to recover from the effects of new the normal?
- Do you have a clear-cut recruitment plan and strategy to face post-COVID 19?
If you did not come across any answers, now it is time for your organization to plan the future talent requirements. These 05 key strategies are essential to adopt when planning recruitment.
Understand the Skill Gaps and Shortage of Talent
In September, the number of permanent job losers is 3.8 million as per the U.S. Bureau of Labour Statistics and, approximately 43 million employees have filed for first-time employment benefits since March. Thus, this is an excellent opportunity for organizations as there is a pool of high-quality talent is available in the market.
First, evaluate your current workforce and strengths to identify the gaps among them. Subsequently, you can make a sound plan to recruit the right talent to meet the future needs of your organization.
Alignment of Recruitment Strategy to Business Strategy
HR professionals should re-evaluate and align the recruitment strategies with strategic goals and objectives of the organization. Honest discussions with top management and HR managers are essential as Deloitte’s report of 2019 Global Human Capital Trends stated that 61% of organizations admit that finding the qualified, experienced and quality talent is one of the biggest challenges in the corporate world.
The previously required skills may not be relevant to the post-COVID 19 business world. Thus, focusing on scenario testing will enable you to determine the right skills and also to align the HR strategies with business strategies of your organization.
Engage and Nurture Future Talent
Waiting to reach out to candidates after you are ready to recruit will leave you in a disadvantageous position. Remember, your competitors are also in search of new skilled talent.
Hence, use this time to engage and nurture the talent required for the success of your organization. These could be furloughed employees or alumni. Due to the uncertainty of employment, passive candidates are also willing to engage and discuss the potential opportunities and other available options with recruiters.
Adopting recruitment marketing strategies such as analytics, social media marketing, a career website catered to employee value proposition helps to generate quality talent pipelines enabling to fill current and future talent gaps of the organization.
Leverage the Current Workforce to be Nimble
While considering attracting new blood, it is pivotal to focus on the internal talent pool within your organization. Redeploying the employees while enhancing employee engagement, providing adequate resources will support them to adapt to new changes. Sensing the organization’s attempt to retain their jobs, the employees will provide their maximum to your organization to face challenges and to meet future demands.
Merging Application Tracking System (ATS) with Business Management System
ATS and business management platforms are available in the majority of the organizations. Have you ever considered to merge these as one tool for recruitment and business management? The world we live in today has developed such advanced technologies that enable to amalgamate these two as many ATSs are built-in with Customer Relationship Management systems and SMS integrations.
Hence, your organization can benefit from consolidating the resources for quality recruitment as well as in reducing the costs.
The organizations that identify the talent requirements and skill gaps, align the HR strategies with business strategies, nurture future talent and adopting advanced technologies are now well prepared for the challenges in post-COVID recruitment.