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As COVID-19 continues to spread worldwide, remote hiring and virtual interviews have become the new norm in the corporate world. Today, companies leverage digital technologies such as video interviewing tools, live coding interview tools, etc., to continue recruitment during the pandemic.
According to Criteria, video interviews fastened by 159% year over year in 2020. And it is predicted that the number will continue to grow in the future. After the pandemic, most companies plan to shift full-time workers to remote workers or offer a hybrid work model and revamp the recruitment post-pandemic.
Remote hiring offers several benefits to businesses. It helps recruiters to save a lot of time, money, and effort to hire the right talent for their organization. However, remote hiring and virtual interviews are the new norms. Most candidates and even recruiters aren’t familiar with such modern technologies. But still, as a recruiter, you need to adapt to such modern changes in the corporate world to keep things going smoothly.
According to Kissflow, 51% of employees say that remote working has helped them balance their professional and personal lives. Additionally, 75% of employees are less distracted while working from home than in an office.
While remote working may sound more distracting and can affect work performance, more than 77% of employees say that they are more productive when they work from home.
Most employees also prefer to change their job if their existing company doesn’t offer them the work-from-home facility post-pandemic. Companies that offer remote work post-pandemic have a 25% lower employee turnover rate. These stats indicate that employees prefer and enjoy remote work.
Video Interviews Are The Future
Video or virtual interviews are the new norms in the corporate world, and they are hardly used before the pandemic. But today, the pandemic has forced companies to leverage such technologies in their recruitment process.
Most recruiters say that video interviews aren’t going anywhere soon. In fact, some say that video interviews return much better results than in-person interviews. The reason behind leveraging video interviews post-pandemic is simple. It helps businesses save a lot of time, money, and effort to hire the right talent. Also, they can speed up the hiring process.
For example, companies embrace live coding interview tools that assess the candidate’s technical skills in real-time in technical hiring. The most preferred tool by recruiters is Intervue – which shows the candidate's journey from a take-home assignment to interviews, helping recruiters to make an unbiased decision.
Automation In Recruitment Process
As the pressure increases, recruiters need to focus more on the work which holds greater significance. Manual tasks should be automated. As automation plays a crucial role in the recruitment process, it has helped recruiters streamline the hiring process and make it more transparent to candidates.
AI would also allow recruiters to make informed hiring decisions through historical data.
Hire Candidates Geographically
Undoubtedly, there is no talent shortage. You should not limit yourself to local hiring. Borders don’t restrict the virus and neither the talent in a digital world. Before the pandemic, recruiters often hesitate to hire candidates geographically, and they often ask the candidates, “Will you relocate?” These questions restrict the career as well as the company's growth.
But today, everything has changed. As remote hiring is the new norm, you can hire talented candidates worldwide, and it’s unnecessary to relocate to your place. Remote hiring can save a lot of money, including travel costs, office expenses, etc.
As hiring is no longer restricted by location, it’s easier for businesses to retain quality talent from a wide variety of ethnic, racial, socioeconomic, and cultural backgrounds.
A Mix Of Permanent And Temporary
The pandemic has taught recruiters to keep a strong workforce. However, companies will also struggle to operate without sufficient employees when the economy reopens.
To balance the operations post-pandemic, companies will focus more on hiring a mix of permanent and temporary employees. It can be permanent employees for their intricate day-to-day work and part-time employees or freelancers for seasonal or demand-based work.
Work From Anywhere
Today, organizations realize that some of their roles don’t need a physical presence in the office. With employees working remotely, place of work is no longer a barrier in the recruitment process.
When it comes to recruitment post-pandemic, you can expect more remote hiring opportunities and more workers working from their preferred locations. According to TalentLyft, 74% of companies expect some employees to continue work from home post-pandemic.
Work That Balances Life
After the pandemic ends, most employees prefer to continue work from home permanently, while others want a hybrid work model to balance their professional and personal lives.
Many big companies such as Ford are planning to redesign how office space works. In contrast, others are investing in the new workplace where employees come together to collaborate.
Most people also want to come to the office daily, and it’s time for recruiters and business leaders to flex the days to allow employees to work in a way that supports life.
After the pandemic ends, companies must focus on what work can be done remotely rather than whole jobs. Many big players such as Amazon, Walmart, IBM have started a granular analysis to understand critical business operations.
Others have facilitated occupational shifts by focusing on the skill they need rather than educational qualifications. Remote hiring can be beneficial for both companies as well as employees. It allows employees to work from anywhere, whereas companies can reduce the overall cost per hire.
The rewards of such efforts would be a more flexible, more talented, and better-paid workforce and a more robust and fair society.
In the fast-changing world, recruiters must rethink their recruitment strategies such as processes, tactics, and communication styles to be more effective post-pandemic.
As we look to the future, every organization must adapt to new ways of working, focusing on well-being, equality, and productivity that can work for both employers and employees after the pandemic ends.
