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Return to Office: How to Optimize Recruitment Process Post-WFH

Published on February 5th, 2023

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WFH, those three letters which managed to place a smile on almost everyone, save the hirers. Systems needed revamping, hiring procedures required a different set of intricacies, and so on and so forth. Although the pandemic has slowly released its grasp on the working population, working from home is a concept that’s here to stay. Now, with offices following a hybrid model, or even reverting back to working from the office, there are a few aspects to look into.

Assessment of openings, attracting talent, screening, interviewing, shortlisting, hiring, and onboarding qualified applicants are all key steps in the recruitment process. Even though it appears to be a straightforward task, there are many moving parts. All of these abilities, from administrating to strategizing to organizing, are tested.

The hiring procedure has changed recently, though. Companies are now using technology-based tools to automate, streamline, and simplify the hiring process. Depending on the size of the organization, the HR team or management can implement this new strategy to make the hiring process simple and quick.

Investing in new recruitment technology, according to 68% of recruiters, is the best strategy to improve hiring performance over the next five years.

Back to the basics: Blotting out the blunders

Job title: This is the first section of your job posting that potential candidates will view, the job title. Making a strong first impression is therefore essential, and you may do it by include key terms that precisely define the position you're applying for. Keep it concise, precise, and to the point. About the business: Set up a segment to discuss the culture, goals, and ambitions of your business. Candidates are interested in learning what makes your business special so they can assess their cultural fit.

The aim: The objective of the employment must be clear from the job description. Give a brief explanation of the necessary characteristics, the reporting manager, and the working group. Be sure to draw attention to your selling points.

Principal duties: Make it obvious to applicants what duties they would have if hired. Describe how particular responsibilities fit into the company's larger objectives.

Requirements: Please list any specific educational requirements or technical skills for this role. Don't forget to mention any professional certificates or experience that may be necessary as well.

"Be curious. Use data. Leverage imagination. Be an expert. Be an enthusiast. Be authentic. Know your competition." Jim Stroud

The pandemic's effects on hiring and employment

Altering the hiring priorities

The shift to a largely online recruitment process has been the biggest transformation in hiring since the Great Recession. However, many organizations' hiring objectives have also altered. Hiring managers now consider candidates beyond those who possess the necessary skills. "Compound talent"—talent with a combination of abilities and knowledge—is what businesses really need to advance economically and in the market. An individual who possesses both a primary professional skill that is in limited supply in the talent pool and a secondary skill that the organization urgently needs is referred to as a compound talent.

Employer branding will become increasingly crucial.

Employer branding is becoming more significant as company culture influences hiring more and more. Many businesses do not currently have an employer branding strategy, which is a term that some individuals might even be unfamiliar with.

Internal and external branding make up employer branding. The company's external branding helps it become known to potential employees. It comprises messages outlining why the business is a great place to work and outlines the factors influencing both hiring decisions and staff retention.

Internal branding, on the other hand, establishes the company's value among current employees and can serve as a sign of the company's dedication to its workers. It serves as a tool to express the distinctive work experience that the company offers to both current and potential workers, in addition to serving as a way for the company and its employees to build a relationship. The value of employees' personal free time has increased under the same compensation benchmark.

Second, the psychological adjustment brought on by the epidemic has heightened employees' thinking on life planning. People have been compelled to reflect on the things that are most important to them and how to live a more fulfilling life as a result of a global public health emergency that has made them more aware of how short and fragile life is.

The prevalence of a distributed workforce is rising

The use of "telecommuting" by more and more employers is one of the most interesting modifications to the hiring process brought on by the pandemic. A company's employees might be dispersed across a nation or area and do not maintain traditional offices thanks to telecommuting. The distributed personnel have the option of telecommuting permanently or just temporarily.

Globalization trends and improvements in workplace technology were propelling the gradual growth of telecommuting even before the COVID-19 pandemic broke out. This trend has accelerated due to the coronavirus outbreak, which has actually helped to hire.

No matter where the business is located, the talent pool has significantly increased as a result of telecommuting. No matter where the business is located, the talent pool has significantly increased as a result of telecommuting. However, recruiters will need to switch up their hiring procedures and go well beyond the conventional regional restrictions they may have previously followed. Additionally, it offers employment chances to those who have mobility issues and disabilities. People who need to work flexibly, like parents with young children, may find the idea appealing.

Umplementing talent-retention methods

Any business must prioritize keeping talent, especially outstanding talent. Today, keeping people engaged, productive, and employable is a crucial leadership and HR department competency.

Increasing flexibility and establishing boundaries is the first strategy to enhance employee retention. One of the things that most workers will emphasize is flexibility. Younger workers would rather have their performance evaluated than their time. Companies may attract top people by providing attractive benefits including a flexible schedule with the option of working from home, flexible start and end times, paid vacations, career breaks, choice of location, and fewer weekly working hours.

The second strategy is to make work enjoyable and provide constructive criticism. Leaders can have a significant impact on their team members' productivity whether they are at work or at home. People that enjoy their jobs stay there longer. Additionally, the business should prompt motivational feedback that is useful and actionable. Feedback is essential for employees to develop and learn, and it also promotes loyalty and aids in employee retention. Additionally, people require affirmation and respect for their efforts, which might come from constructive criticism.

Optimize Recruitment Process Post WFH

Here are a handful of suggestions to get that hiring engine revved up for the next chapter of your hiring process:

Your team's ability to comprehend, prepare, and carry out the strategy effectively depends on a well-structured hiring process. The likelihood of hiring a potential applicant rises when things are ordered.

Time reduction and greater output: The hiring team can complete more work in less time while still having time for other crucial tasks thanks to a robust applicant tracking system.

Less spending, more savings: If you don't have a systematic hiring process, you're more likely to hire subpar employees who cost money to replace. By implementing a consistent, automated, and structured application procedure that eliminates the ineligible applicant and simplifies your work, you may lower your turnover rate and save your firm money.

A successful applicant experience In the event that they experienced a poor candidate experience, 63% of candidates would decline a job offer. This highlights how a candidate's perception of a company's culture is shaped by the hiring process. Candidates' perceptions of working for your company might be enhanced by a well-structured process that provides a favorable candidate experience.

Promotion: An employee is upgraded to a higher position with better compensation and additional responsibility when they are promoted, typically based on their performance. Moving up an employee is less expensive, gives a person who is already accustomed to the position, and encourages workers to advance their careers.

Recruiting "EX's": Employees who left the company amicably make excellent candidates for internal hiring. They are more likely to succeed since they are already familiar with the workplace culture.

Referral programs: Referral programs encourage current workers to suggest eligible family members, friends, and former coworkers for open opportunities. Employers can be certain to find qualified candidates, shorten the recruiting process, and save money on hiring by adopting an alluring employee referral program.

Transferring: A transfer is when an employee is moved laterally from one location (such as a department, branch, or position) to another without a change in their duties, pay, or status. This action is typically used by businesses to lessen employee monotony or boredom. If done correctly, transferring can boost employee morale and job satisfaction.

The first step is always the hardest but eventually, you will manage to find the right footing. You will need help with a few aspects and that’s exactly what we are here for. We at HireQuotient will help you provide the most optimized recruitment process post-WFH. Get on a 15-minute call with us and let us guide you through. We offer skill-based and video-based assessments that can change your hiring process for the better.


Authors

author

Thomas M. A.

A literature-lover by design and qualification, Thomas loves exploring different aspects of software and writing about the same.

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