Post Pandemic Recruitment Strategy

Post Pandemic Recruitment Strategy 

The world is a very different place than it was before Covid-19 spread across the globe like a wildfire. As we start to regain some normalcy or for some, a completely new normal, we begin to look at things in a different way. What once was standard, may now be completely reimagined. Recruitment is no different. Labor shortages have rocked the business world across many industries and finding a solid workforce now has whole new set of challenges. It is important to adjust your recruitment strategy using the tips listed below. 

5 Strategies to Strengthen Recruitment Post Covid 

1. Broaden your target audience.  Now more than ever, potential workers are looking across industry lines as they prepare for their next career move.  Recruiters and hiring managers alike should step outside of their comfort zone while reviewing resumes. Specific job skills can be taught; recruiters should focus on work ethic and ability to learn new things.  
2. Modernize your employee benefits. This new era of employment has called attention to the fact employee benefits must be elevated and set up to meet todays needs. Employees need to have more options for healthcare, wellness, time off, and flexible schedules. Gone are the days of a one size fits all employee benefits package. Companies will attract better talent if there are better perks that go with the job.
3. Hybrid work remotely/office model. If possible, companies should offer opportunities to work from home at various times. This might not work for service-based industries like healthcare, but new technologies and communication systems have made it easier than ever to work remotely. If Covid has taught the business world anything, it is that 5 days a week in an office doesn’t have to be the norm. A hybrid model is beneficial to companies and employees alike. 
4. Improve the hiring process experience for the applicant. Make the process easy and efficient. An applicant should not have to fill in their entire work history in multiple places, nor should they be required to upload their resumes more than once. Use an applicant tracking system that provides you with the information needed to make a decision while remaining user friendly to the applicant. Don’t let a cumbersome system drive potentially great employees away. 
5. Show the applicant that there are career advancement opportunities. If there is room for advancement, communicate that upfront to potential employees. People are motivated to climb up the ranks in a company, and if that is articulated, it may draw in more candidates. Companies should want to hire people that want to move up the ranks.

These strategies are effective and easy to implement for both recruiters and hiring managers. Additionally, recruiters should consistently be observing trends and changes in the workplace that help drive future3 strategies. Nobody could have foreseen how Covid changed how recruitment is done, but it gives everyone involved an opportunity to reset, try some new things, and be prepared for future disruptions.