Hiring Best Practices Emerging Amid the Dawn of the New Normal

The coronavirus crisis continues to impact how we work, making it clear that the situation will not simply return to normal in a few months. Leading companies are looking ahead, anticipating that the recovery will likely be a long journey and planning for a new normal. Organizations are embracing technologies that enable team members to work remotely with customers, partners, and each other.

Hiring teams are quickly following suit and adapting and leveraging new technology-driven methods out of necessity to rapidly find, interview, evaluate, and hire candidates. In the process, they are realizing the benefits of virtual hiring for both their teams and job candidates while safeguarding the health and safety of all concerned.

Pandemic-Hiring Landscape

While many companies have been forced to lay off employees, others are hiring, and they are hiring fast. Amazon recently filled 100,000 positions and almost immediately opened reqs for 75,000 more, according to CNBC. The economic landscape is rapidly transforming and will remain unsettled for some time.

Coronavirus-driven safety concerns and the ongoing needs to hire employees impact how organizations evaluate and hire talent. We’re beginning to see strong evidence of emerging best practices that may well become part of a permanent transformation of talent acquisition as the hiring landscape changes post-pandemic.

Prepare for Technology to Play an Even Bigger Role

First, virtual interviewing will likely become the de facto standard for almost all hiring. Conducting interviews online, whether on demand or live, will address the significant health and safety concerns for job applicants, recruiters, and hiring managers alike.

But those managers will also realize that virtual on-demand interviewing brings other advantages, including access to a potentially broader talent pool, as travel and scheduling issues no longer stand in the way of finding new team members or job candidates accessing new opportunities.

Many industries have had to hire quickly over the past month to aid warehouse operations, stock store shelves, and build out call centers, among other examples. Through on-demand virtual interviewing, the scheduling interview process becomes much more efficient, and both applicants and hiring managers have greater flexibility to record interviews and review applications at times that work best for them and that are not limited to regular business hours or a predefined schedule.

Second, technology is providing new methods for recruiters and hiring managers to find talent. During previous recessions, I remember visiting very large job fairs at convention centers with hundreds of people standing in line, résumés in hand, waiting for an opportunity to tell their story.

For obvious reasons, companies can no longer rely on mass in-person gatherings. It’s quite possible they will discover online methods are more effective. Some organizations have already shifted to virtual job fairs. These aren’t merely online versions of what really are offline activities; instead, they’re available 24/7 without requiring the candidate or recruiter to travel, causing one to wonder what they will evolve into as hiring managers investigate what’s possible with virtual technology.

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