Recruiting in the Age of COVID-19

Many businesses have been hit hard by the economic fallout from COVID-19, but others are still hiring. How should recruiting be adapted for these times? Let’s take a look at some of the tools, trends and best practices organizations can adopt for recruiting and hiring in these unprecedented times.

Virtual screening and hiring

Certainly, remote work and the need for social distancing have changed how hiring managers are handling virtual recruitment, screening and the hiring process.

Many recruiting systems, Applicant Tracking Systems (ATS), and talent management systems were originally intended to promote 1:1 personal interaction—and aren’t intended as virtual tools. Virtual recruiting requires a pivot to different tools. There are a variety of platforms for video recruiting, many of which allow hiring managers to send professional invites and connect using a computer’s built-in camera and microphone.

Some organizations are turning to virtual career fairs to connect with candidates. These are online events which bring together job seekers and hiring managers in a virtual environment at a specific time on a single platform.

Many hiring managers may have been new to video interviews, though at the six-month mark in the pandemic, many are increasingly comfortable with Zoom and other video conferencing technology. There is a fine line to walk between the formality of an in-person interview with a candidate and the flexibility our present requires. Be sure to dress as you would in person and, if possible, silence your cellphone and minimize distraction. Do be understanding with schedule flexibility; many professionals and candidates are balancing childcare and remote schooling schedules. Interested in other tips for video interviewing? HR Daily Advisor offers these seven pointers.

In-person interviews during COVID-19?

Once you’ve narrowed your qualified candidates down to a final pool, it might be essential to have an in-person, on-site interview. If this is the case for your organization, be sure to plan accordingly. You might consider the following:

• Clear communication about where to park, which entrance to use and what screening procedures to expect upon entry to your facility
• Need to maintain physical distance of six feet or more between interview participants
• Whether or not you will require face masks for interview participants
• Issuing a health screening in advance, including questions about travel, exposure, and symptoms

Questions hiring managers should ask

Whether or not you will conduct in-person or video interviews, it’s likely you’ll need to include a few new questions in your interview screenings during COVID-19, especially if the candidate is going to be working remotely when hired. Consider asking about the candidate’s remote work experience prior to COVID-19, as it requires special discipline and the ability to be proactive and productive.

Questions candidates might ask

Candidates may have a new set of questions during COVID-19 as well. Forbes captured a few top concerns in a recent article: questions about business challenges, collaboration, onboarding and top priorities. Being aware of what might be top of mind for today’s candidates can help you be prepared for recruiting and hiring during COVID-19.

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