Remote hiring and working will definitely become more widespread, and that also opens up a whole new market for employers. Hiring freelancers or appointing permanent staff from anywhere in the world must get included in your talent acquisition program. There are four things which you have to consider before implementing a new talent acquisition plan.
1. Automation and technology
Analyzing, researching, and envisioning the people side of your business isn’t enough. You also have to consider how technology is going to reshape your industry.
Remote working is one aspect, but broad-scale automation can’t be ignored. Intelligent automation, including robotic process automation, machine learning, artificial intelligence, object character recognition, chatbots, and virtual advisors, are set to become widespread.
Although c-suite execs and management might not consider this necessary, your customers will. For example, service industries that built their reputation on a friendly face to face service might find that customers now prefer self-service kiosks and even drone deliveries to enforce social distancing.
2. Employer branding
You have to redesign your employer branding to align with all the changes. It needs to be genuine and show that your organization is not only willing to adapt but cares about its employees and customers.
LinkedIn research showed that companies with a strong employer brand see a 43% decrease in hiring costs because they attract talent organically. Although remote work has been growing over the past few years as technology evolved, most employers had concerns that productivity would suffer.
The pandemic has proven this fear to be totally unfounded as companies worldwide have discovered that their employees are, in fact, more productive away from the office. It’s worked so well for Twitter that they announced that employees can work from home forever if they want to. Offering employees a better work/life balance will hugely improve their employer branding.
3. HR tech investment is essential
It will be virtually impossible to manage your workforce and to hire processes without digitizing your HR department. An applicant tracking system (ATS) has become essential to manage your talent pool and implementing your talent acquisition strategy.
Integrating it with communication tools and ensuring that data analysis tools get optimized for your specific company is critical to hiring success.
Interviews will never be the same again as remote hiring teams engage with candidates via video. Team notes can be shared in real-time via an ATS, and all communication with candidates gets retained on the system.
4. Candidate experience
The candidate experience is as crucial as ever and must feature highly in your strategic talent acquisition processes. Because engagement will happen online, it’s even more important to ensure that you respond to every application and to each candidate that makes contact. You also have to use different platforms to keep in touch with candidates in your talent pool.
If you want to keep candidates interested, you have to touch base with them via social media and email. If you don’t have that regular contact, they’ll forget you, and if a suitable position comes up, they might decline. The impression left by the lack of communication shows your organization to be uncaring.
From where we stand now, your talent acquisition strategies are still very much on the vision board. You first need to do a lot of research on how the global pandemic will impact your business. Once you’re clear on where you have to adapt, you can start looking at your existing workforce and then figure out where there will be skills-gaps.