We knew COVID-19 would change many aspects of the world as we know it and the hiring process is no exception.  Both clients and candidates came across a number of unexpected challenges during the recruitment process as a result of Lockdown.

Request for flexible working

Before the pandemic, only around 5% of the workforce worked mainly from home. The number of people working from home has increased steadily over the last five years, but the current situation has escalated remote working at a rapid pace.

However, current forms of flexibility are very different from typical flexible working approaches: many employees are balancing work with childcare, home-schooling, and supporting vulnerable relatives, as well as working from kitchens and living rooms.

This is not reflective of normal flexible working and organizations should take care not to make any decisions around flexible working based purely on this period. This is a good opportunity to review the benefits which flexible working can offer but the unusual nature of the situation should be borne in mind.

Flexible working has the potential to bring significant benefits to organizations and their employees. It can both support the return to the workplace on a practical level, help employees to cope with ongoing issues relating to the pandemic, and help to maintain hygiene and social distancing whilst the virus still presents a considerable risk.

In the longer term, it can enable organizations to address some of their key people strategies including talent acquisition, productivity, employee engagement, retention, gender pay, and sustainability. Flexible working will therefore be a key issue for HR professionals in the months to come and beyond.

Video Interviewing and its challenges

HR managers have the daunting task of finding the right candidates from the huge pile of applications on their desks. Integrating video interviews and video transcription into the recruitment process can make the job of finding the right talent easier.

Video interviewing allows employers and candidates to interact more effectively while keeping costs down and freeing up valuable time for HR professionals as well as for candidates.

According to a study conducted at the Kurt Lewis Institute in the Netherlands, the video interview strategy, when used properly, is discrimination-free. The researcher found that minority applicants preferred video interviews over paper resumes because they allowed more personal, frank responses.

All the candidates were asked identical, automated questions. This study also found that video screening reduced geographical discrimination as candidates from all locations have the same interview experience as local candidates. They could be interviewed at their home or office.

Onboarding and transitioning for new employees

As worries about COVID-19 shift work online, employers must find fresh ways to help new employees set up.

Certain fundamentals of onboarding should remain the same as employees still need to understand how their role fits into the bigger picture.

The remote onboarding timeline ideally includes human resources in-processing, discussions with the hiring manager, getting set up with technology and tools, and learning about the new role and employer expectations. In-person training or shadowing is also transitioning to online platforms.

To welcome new hires on their first day, the HR department should set up a video conference call and introduce the team. In a remote environment, the HR professionals and IT professionals need to “work hand in hand to provide a seamless experience for onboarding.