With technological advancements and the arrival of the COVID-19 pandemic in 2020, recruiters may not be utilizing the most effective methods for the hiring process.
Due to a dependence on technology, the virtual system that was created as a result of the pandemic has also eliminated jobs and caused businesses to close. However, the number of online jobs increased. This provided online recruiters with a larger pool of potential employees due to a few factors:
- Unemployment meant bills couldn’t be paid
- More time spent at home usually led to more time at a computer
- Companies transitioned to virtual systems which required people to fulfill different jobs
How the Past Has Shaped the Present?
Even with the evolution of technology, a need for physical interviews added a level of humanity to the hiring process. Being approached by a recruiter or sitting in a room for an interview, for example, increased the connection between the potential employee and employer. This connection is also important for social interaction.
The need for a job in a certain area means focusing recruitment efforts on people in that area. As companies searched for employees, sometimes candidates fitting their ideal qualities were located in different states—or even different countries.
The progression of the COVID-19 virus and transition to an online-based society helped companies who sought to fill open positions expand their search to all parts of the world. The same could be said for online recruiters. Unfortunately, this access meant a learning curve was needed. Online recruiting became more complex due to the demand for more jobs as well as the increase in potential clients and employees. Recruiters were expected to find people best suited for all kinds of jobs in an accelerated environment while staying up to date on the best recruiting practices.
Finding the Best Candidates
As more people lost their jobs, the pool of candidates that recruiters could choose from became much bigger. This made it more difficult to find higher qualified candidates in a pile of varying talent and experience. Thus, recruiters needed a better way to narrow down their list of candidates by utilizing methods tailored to their clients.
The More Interaction, The Better
Something often overlooked is the web and mobile compatibility of job hunting. Having the internet at our fingertips means the way people search for employment has changed.
Before applying for a job, people will research to verify the company’s information and reliability. For example, a person is more likely to feel that a company cares about its community and its employees if he or she sees engagement (i.e. online articles, newspapers, etc).
Online recruiting isn’t specifically targeted at people who are not employed. Often, people unhappy with their employment may decide later to apply for another job if they see a company is hiring for a position of interest.
When companies offer training for positions candidates may have little experience in, the candidates are more likely to desire the position. While recruiters actively seek out candidates, they are not the only ones who spread the word about open positions. Candidates, former employees, and people not looking for jobs will tell others.
Conclusion
The basics of online recruiting have remained the same for the most part. However, the tools used to bring in candidates have evolved, as well as many elements in the process. In a technologically evolving society, recruiters need to adapt to old and new methods to attract candidates who are both qualified and would be worthwhile additions to their clients.
