The Covid pandemic has shifted the world of employment and recruitment beyond recognition. While some businesses have had to dramatically shift their way of working, others have struggled to adjust and found themselves struggling to keep up with the necessary swings. Those that have seen a positive ripple from the pandemic may find themselves needing to recruit experienced workers quickly, relying on a different set of recruitment strategies to those it implemented in the past. Whatever situation your business finds itself facing, now is the time to reassess and rebuild your post-Covid recruitment strategy to ensure your company thrives as the world begins to reshape itself for the future. Follow these steps to make sure your company can establish a successful recruitment strategy fit for the post-Covid world.
1. Look at the gaps in your organisation
Before you make any hasty decisions, or even consider posting a job advert, take a long look at the roles that are no longer needed, and the new roles which need to be filled because of changes to your organisation’s structure. Consider the strengths and weaknesses of your existing team (this article explains some key personality traits you might want to look out for) as well as the skills you have lost, identifying any gaps. Make sure you factor in the possibility of mobility within your current workforce, and make these changes before you start to recruit additional members. If you are open to the possibility of recruiting remote workers, establish how you will identify the additional skills that will help make this strategy a success, such as strong motivational and time-management skills.
2. Attend a recruitment event
While recruitment fairs may have changed somewhat over the past 18 months, they remain a highly effective way of spotting and influencing top candidates. A graduate recruitment event exposes hundreds of potential candidates to your brand, creating the perfect opportunity for you to leave a lasting impression – as well as identifying those who you might want to invite to apply to your organisation. Remember, a ‘real-life’ personal conversation is irreplaceable when it comes to forging positive relationships and impressions. The challenge you will face, however, is that candidates will also be exposed to dozens of other recruiting companies, so you are in effect in a battle to attract the top talent. It’s always a good idea to stand out from the crowd by offering a selection of giveaways. These can be anything from promotional pencils to branded water bottles or keyrings. You’ll stay in your candidates’ thoughts, and from a practical perspective, custom pencils can be used to fill in contact forms on the spot.
3. Put yourself in your candidate’s shoes
Once you have identified the attributes you need, it is time to work out how to get the right people to apply. To attract the top talent, it is essential that you create an individualised, tailored recruitment experience. Spend time finding out from your current employees what they liked and disliked about the recruitment process they experienced, and put this feedback into action by modifying it for future candidates. Outline the ideal candidate journey – from application all the way through to appointment – and identify key moments to allow you to highlight your brand. Show flexibility by using technology efficiently (such as offering video interviews) and offer your interviewees take-home custom merchandise to leave a positive impression and promote your brand identity. Remember – your candidates are interviewing you just as much as you are interviewing them, and the top talent will have several promising offers to consider.
Whatever the challenges faced by your organisation in the post-Covid landscape, try not to be fazed. Following these tips will help you identify the best way to pinpoint your organisation’s post-Covid recruitment strategy.
Suggested Read: Work from home Over? How to stay disinfected at workplace during Covid 19 situation?