What will be the biggest recruitment challenges for 2020?
The shift from face-to-face to virtual recruitment is a challenge but can also bring pluses. During a live interview, it’s easier to get to know a candidate and asses how good a fit he or she is for a certain job. Not to mention the general working chemistry that has its benefits.
I also believe another big challenge can be to adapt the recruitment process to the new state of business and to take into consideration with priority skills like flexibility, open minded, capability to switch easily from one project to another and strong communication skills. Once the new recruitment process is put in place, I can also see the big plus of objectivity and less human errors – the most common error can be the projection or choosing personalities similar with yours.
On the other hand, when it comes to current employees that are forced to work from home, companies must find new ways of showing support and keeping a good relationship even from afar. The social component of a job is very important, and many people feel like they are deprived of it when they can’t go to work and see their colleagues. So, staying in touch with employees and keeping them engaged even while working remotely is very important.
What would you focus on when designing a long-term recruitment strategy for a company?
There are a couple of things to be kept in mind when it comes to strategy. First of all, create a strong company brand and culture so that you attract talented candidates, but you also retain those you already have. It’s also important to establish some clear goals both for the business and the HR strategy and look for candidates that are a good fit for you. Make sure you treat your candidates with respect and appreciation, because they are a great asset for your company, and they need to know that from the start. Last but not least, keep an eye on your virtual image that is now more important than ever. Those who want to know you will look up your website or your Facebook page, so make sure to have a solid online presence as well.
Regarding the general context, like the present challenges, I can say that this is very important. The context can influence a lot the results. Right now, we all know that it is very difficult to make projects for the future and to readapt your strategy after the Covid crisis. A lot of projects were put on hold, other projects became emergent and a lot of teams needed to be redistributed. And the process is still on going. We need to stay strong, open and flexible to be able to adapt to these new times.
Hiring excellence - To what extent has the impact of recruitment processes on organizations changed?
It is clear now more than ever that people are the most important resource of any company. And employees must feel respected and appreciated, while at the same time they must identify with the company’s core principles and values. This implies several things. On the one hand, people are becoming more and more aware of the impact companies have not just economically, but also socially and environmentally; of the positive contribution they can bring in the world and the sense of purpose that being part of such a company can generate. When looking up a potential employer, people research a business’s reputation and brand, and this implies both culture and ethics, not just revenues and profits. On the other hand, employees are starting to value other benefits more than salaries. Especially in the current context, when isolation and distancing has changed the lives of many, people are starting to pay more attention to less measurable factors such as personal wellbeing and a healthy work culture. Work life balance is becoming especially important, but also a business culture that favors inclusion and diversity. Therefore, organizations must become more human and realize they are made of people and those people should be taken into account every step of the way.
What is the biggest challenge now in the recruitment automation market?
When it comes to the current situation, I believe recruitment automation could prove to be a valuable resource. Since a lot of tasks and activities were moved online and are going to stay there for a while, it is a great chance to use AI and technology, while benefiting from the processes and models that are already working very well outside the classic recruitment method. One challenge could come from the fact that unemployment has been growing in the last period and since recruitment automation was used in part because unemployment was very low, and it was difficult to find qualified candidates, this premise could be subject to change. Since these are parameters that are currently shifting some adjustment might be required in the automation process, but in the long run I believe this is a lasting and effective method.
What would you advise the Romanian market for next year?
I believe this last months have shown us all just how adaptable and flexible we can be, even if we were forced to make these changes and maybe, at first, reluctant. Some companies even came up with solutions that proved to increase efficiency and it’s important to keep these solutions and use them even if things will slowly start to get back to normal. The market is shifting, and the effects will be there in the long run, so that is also something to keep in mind. One of the biggest changes is that unlike before, when employers had a hard time filling up positions, now the demand is significantly bigger than the offer. This in turn leads to a different recruitment process, where candidates need to be more prepared and employees more committed. On the other side, recruiters will access a larger pool of talent and the selection process will be faster and possibly more automatized.
How will recruitment change because of the COVID-19?
The current epidemics is definitely influencing how recruitment is done and the effects will probably be lasting, at least partially. There are a couple of significant changes to this effect. Interviews are no longer done in person and the onboarding process either. People won’t be as susceptible to changing jobs due to workforce market insecurity, while employees will look for a more balanced work-life equation. Also, the gap between offer and demand will broaden, going against the general trend of the last years where unemployment was very low. Now with things starting to relax, the recruitment market will probably be on the rise as well and new trends will emerge, in a mix between pandemics solutions and the new normality needs and objectives.
Thank you for your answers!