Should you change your hiring strategy because of COVID-19?

The recruitment sector has been in turmoil in recent years. It can be said that it was worse during the COVID-19 epidemic. Since the start of the epidemic crisis in 2020, the way companies recruit, the kind of people they are looking for and how they attract them has changed dramatically.

Let’s start with what has changed: there is a huge shortage of willing and able people to work for a variety of reasons, and the recruitment process has to adapt to the new normal.

One of the changes is that companies have become more open to allowing employees to work remotely. This allows many companies to rethink their hiring strategies and work remotely as a policy.

It was considered one of the most effective ways to motivate people to apply for jobs and to keep employees motivated and satisfied with their jobs. Another major change that shapes recruitment practices in times of crisis is the many restrictions on movement due to epidemics (e.g., quarantine zones, travel bans, etc.).

So what happens now? What has changed since these measures were first implemented? Well, not much, really; Despite some initial predictions that the epidemic will end in just a few months, the effects are still being felt and even organizations are pressuring people to get vaccinated against the epidemic! With the uncertainty surrounding the whole epidemic ‘thing’, we are stuck in a similar situation where companies are struggling to find suitable hiring.

Let’s take a closer look at the recruitment sector and try to make things clearer …

According to recent review experts, the current crisis has not only affected the epidemic-affected countries, but has also had an impact that has been almost unnoticed – many successful people have fled the epidemic-affected countries because life there was so difficult. . And even if they do not leave the country, they will be out of work for several years due to illness or the quarantine system.

How companies can prepare for post-epidemic recruitment. 5 Tips That Can Help

Despite the challenges, we still have a long way to go. So what can companies do to get ready when the epidemic ends? Here are some practical tips you might want to apply to your business.

  • Be realistic about recruitment numbers: Once the meeting is over, it will be important to get back on track with the business activities you plan to hire. The question is, how many people do you expect to hire? It’s probably still not worth planning a concrete plan, as it will depend on what life is like after the epidemic. This means that if you have limited space for new recruits, it may be worthwhile to consider whether investing in recruiting now will pay off when the epidemic is over – or even earlier!
  • Update your recruitment strategy: Although the way we recruit workers has not changed much since the epidemic, it will be over and we will return to ‘normal’ life. Even now, companies can take a more modern approach – consider what you can do now before starting things over again! We get it. Trying to update your strategies can be complicated, especially when you have other commitments. Ideally, you may want to hire Restart the best writing services Experts (if you are studying side by side) so all your focus is on one thing at a time. The key is to find the best way to reduce the burden on yourself.
  • Prepare for remote work: While this may not apply to most employees, there are some benefits for both the company and the employee. To help make remote work attractive to job seekers, work to increase your company’s online presence by ensuring that your website is accessible (e.g., any screen size) on all devices without any problems. And also think about how having an online recruitment process can benefit applicants who can’t or don’t want to attend an open day / interview – it can also help your HR team save time!
  • Reduce the distance between the candidate and the recruitment process: Online application forms are great because it means job seekers don’t have to fill out long, complicated forms; This makes it easy for the company to manage these form submissions without any problems (e.g., double application, etc.). In times of crisis many people only apply for jobs online, you need to make sure that your online presence is first class. This means making sure there are no broken links on your website, or fixing them as soon as possible. But reviewing how your company’s recruitment strategy will adapt after the epidemic ends is probably more important than anything else.
  • Cultivate talent for the future now: This is something you can do even when the epidemic still seems to be going on because it does not require any major changes in your recruitment process. Once the epidemic is finally over, you need to start thinking about what your company can do to ‘prove the future’ – perhaps consider remote work or modernization of your website.
  • Give your recruitment strategy a change: Once the epidemic is over, you will see that things have changed a lot. This means that it is important to take a good look at how you are going about hiring new staff now and whether something different can be done in the future. All things considered, now is probably not the time to start with a serious change in your company’s hiring strategy. Just keep an eye on what works best for you and focus on these areas without trying to change too quickly. Of course, once the epidemic is over, you will have a better idea of ​​what to do with your recruitment strategy.

Workforce Strategies for Post-Epidemic Success: What Your Company Should Do to Survive Crisis

It’s important for companies to not only focus on what they’re doing right now, but also to see how this could change once the epidemic is over. Once that happens, the way you approach staffing can change a lot – even different ways of determining which jobs need to be filled and who should be filled.

This also applies to your company and other organizations; So it’s important to start thinking about how you can adapt when things get back to ‘normal’. Here are eight practical tips that can help you with your recruitment strategy once the epidemic subsides:

  • Improve job ads: The first thing you need to do is make sure that the person writing your job ad understands what you are looking for, which means they must have a good knowledge of the role, company values ​​and needs. You also want them to be able to write engagingly, so candidates are encouraged to apply, but at the same time don’t give too much information about things that work for you.
  • Review your internal process: Businesses often suffer during epidemics because they have very hard work practices, which means their businesses do not pay any allowances for hold-ups or disasters caused by epidemics. So instead of the many complicated procedures that need to be updated every time, the recruitment process needs to change; Try to think of what your company can do differently – only if you have another epidemic.
  • Update your company website: Another important thing to keep in mind is to make sure that any changes you make to your recruitment process are reflected on your company’s website. This means keeping it up-to-date with recent vacancies and new job opportunities, which for some companies may be associated with remote work opportunities or overtime work offers during Christmas. In addition, updating your website will help attract more people during epidemics when many of them do not use traditional methods of communication like phones. As part of updating your website, this will help ensure that internal processes are updated for each new role.
  • Send regular emails: Part of managing a successful recruitment strategy during an epidemic requires both flexibility and communication, which means you need to make sure that any changes you make are clearly communicated to employees via email or newsletter. Ideally, you need to be clear about what role and skills you need. It’s easy to change your hiring strategy, but it’s important not to go too far in the process. This means making sure that any new vacancies are advertised only in places where relevant candidates will see them, so consider whether it makes sense for you to list them on a specialist job board or LinkedIn.
  • Open vacancies for current employees: If certain vacancies are not filled in your company, do not close them until the crisis is over. Instead, think about whether it would be possible to advertise these jobs externally but then encourage internal applicants to succeed in their application through training or even financial incentives. This also applies to other roles that are not advertised but where internal recruitment is required, such as creating specific project teams for new job opportunities.
  • Encourage those with different skills to apply: Now might be a good time to look at potential candidates with skills you would normally fail to consider, if they want to Some things to add to their resume. Using a hiring specialist can be helpful in this regard as they will know where the best talents are hidden and how to work with them most effectively, so take advantage of these skills during an epidemic.
  • Advertise on social media: Statista estimates that there is more to it than that 3.7 billion social media users by 2021 And statistics are predicted to hit 4 billion + by 2025. What does this mean? In this day and age, it is very rare for people to have at least one social media account, be it Facebook, Twitter or LinkedIn, so why not try to advertise your job vacancy there? That way, you’ll reach a whole new pool of candidates that you’ve probably never had contact with before.
  • Don’t forget about Headhunters: Finally, if all else fails, you’ll find that using a specialist employer will give you access to a different pool of talent that you may have previously had difficulty accessing. There are a number of reasons why this might be the case, such as using expert headhunting software or knowing which marketing strategies will work best during an epidemic, so it is worthwhile to work with other strategies that do not yield results.


The epidemic can shake up your industry and you really need to have a thick coat to navigate the challenges. Be proactive and keep thinking to find the best ways to build your recruitment strategy after the epidemic.

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