RECRUITMENT TOOLS IN THE COVID-19 ERA

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  • This blog examines some effective tools which are designed to facilitate the essential and necessary HR function of recruitment, in the era of the COVID-19 pandemic.
    Specifically, with the COVID-19 pandemic changing the way we operate, HR professionals are having to be creative, innovative, and adaptive in the performance of their functions, including the adoption of novel and more modern recruitment practices, rather than continuing to rely on the traditional and often old-fashioned methods, that might even reduce an organization’s talent pool altogether, if left unchecked.
    Some of the creative and innovative recruitment tools which have gained wide popularity during the COVID-19 pandemic era are as follows:

           1. Video Conferencing (VC) Platforms 

    In recent research conducted by CareerPlug, it was found that during the COVID-19 era, some 71% of businesses now conduct most aspects of their recruitment in a remote/virtual/online fashion – a trend that applies to a wide range of industries – restaurants, retail, healthcare, universities/colleges, etc.

    Therefore, in-person interviews have significantly been on the decline since the beginning of 2020 – increasingly being overtaken and/or replaced by such video conferencing platforms as ZoomGoogle HangoutsGoToMeetingRingCentral VideoWebex, Skype, etc. – all of which have had a huge increase in their user base. Consequently, research shows that some 86% of organizations now conduct interviews with potential employees over video conferencing. This trend is reinforced by the fact that some 66% of candidates even prefer a video interview to an in-person meeting – making it an easy way to improve the candidate experience.

    In general, the VC platform commands the following superiority over in-person interviews: cuts down on transport time and costs for candidates; shortens the recruitment time and process; facilitates a more flexible and hassle-free interview schedule; makes candidates feel a lot more comfortable; and allows organizations to stay up-to-date on all the latest technology trends.

     

           2. Artificial Intelligence (AI) Chatbots

    Research shows that with the advent of the COVID-19 pandemic, some 95% more job seekers become leads with a chatbot, making it a great new tool for an organization’s recruitment efforts.

    The AI chatbot recruitment platform revolves around the following scenario: A candidate is interested in responding to an organization’s job advertisement. Furthermore, to the candidate, the job title sounds great, the candidate’s values align directly with the organization’s, and overall, the role seems fitting for the next step in the candidate’s career. However, the candidate has several questions and is unsure exactly where to start looking for answers. Enter Artificial Intelligence (AI) chatbots! 

    Experience shows that having an AI facility; in particular, integrating an AI recruitment chatbot into an organization’s website or careers page has proven a worthwhile investment, in terms of efficiency and effectiveness, for many organizations and especially for HR managers. 

    Therefore, AI integrations can also help take the hassle out of everyday recruiting components. Not only can chatbots link candidates to an organization’s FAQ page or blog with the desired information, but also provide application updates, assist in other HR functions, and even conduct social media searches – ultimately inviting suitably qualified candidates to respond to job advertisements. As a bonus, AI chatbots operate round the clock (24/7), without human intervention.

     

            3. Applicant Tracking Software Systems (ATS)

    An Applicant Tracking Software/System (ATS) provides applicants (potential employees) with a fast, easy, and convenient application process, while at the same time guaranteeing that an organization can recruit high caliber employees, given that the key challenges facing HR professionals are to attract, recruit and retain the right employees. Hence, the use of an ATS, such as “CareerPlug”. In essence, an ATS streamlines the recruitment process, making it possible for organizations to attract, recruit, and onboard employees of the highest caliber.

    Some of the advantages an ATS include: enables candidates to easily respond to job advertisement; seamlessly organize and manage a pool of candidates; upload and promote an organization’s job postings to major job boards and other sites; create an attractive careers page; communicate with candidates faster with text recruiting; screen and evaluate candidates through personalized assessments; make faster recruitment decisions; complete new employee hire forms digitally; create a great overall candidate experience. 

    Experience shows that in general, the average cost of making a bad hire is 30% of the employee’s first-year earnings – costs that can be avoided with the use of an ATS. Hence, an ATS should be in any HR professional’s recruitment toolbox in the era of the COVID-19 pandemic. 

     

            4. Social Media (SM)

    In the COVID-19 pandemic era, social media have proved to be a powerful recruitment tool, given that 70% of HR professionals are now making successful recruitment through the use of social media. Thus, investment in SM is an excellent strategy for an organization to recruit talented employees. Such SM platforms include LinkedIn, Twitter, Facebook, Instagram, TikTok, etc.

    In general, to utilize an SM platform, an organization first needs to develop a well-designed page populated with personalized graphics and photos, including a careers section – for the convenience of job seekers (potential employees).

    Thereafter, the content is shared through a blog post, a news article, product page, or simply an update about a successful operation/performance, including a narrative that shows what the organization is all about together with a demonstration of the organization’s accomplishments.

    It is further recommended that organizations post profiles of an individual with their names, job titles, and bios to communicate with candidates on social media platforms. A corporate account is great, but having professional individual accounts adds authenticity and a personal touch when recruiting on social media. Interestingly, some 50% of all working professionals follow companies on social media to keep up to date with their job openings (including current employees), in the current era of the COVID-19 pandemic.   

     

           5. Other COVID-19 Era Recruitment Tools

    In addition to the recruitment tools highlighted herein, other COVID-19 era recruitment tools of interest are Reference Checking Software (RCS), Candidate Experience Surveys (CES), and Job Boards (JB), Google workplace.

     

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