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NEW DEVELOPMENTS IN GLOBAL HR SOURCING DUE TO THE COVID-19 PANDEMIC

The pandemic and its repercussions devastated some talent acquisition teams, heaped new demands on others, and proved to be a historic change agent as virtually recruiting and on-boarding a remote workforce became the norm for many. Over 1,500 talent acquisition professionals from 28 countries identified these trends in a survey conducted by LinkedIn and supplemented by data generated by more than 760 million members on the professional networking site. Internal mobility is up 20 percent since the onset of COVID-19, according to LinkedIn data. In addition, 50 percent of respondents expect their recruiting budget to decrease this year while 66 percent anticipate their learning and development (L&D) budget to increase or stay the same. Some experts believe that employers will build their workforce through internal mobility programs tied to reskilling initiatives or engage contingent talent instead of hiring externally. Others predict that companies will continue to move from static jobs toward project-based, cross-functional work dictated by changing business needs. (Maurer, 2021).

A recent coronavirus pandemic has definitely changed the recruitment industry. There are actually 3 key changes here:

·        Change in the hiring needs of companies

Change in the way we recruit

·       Changes in the job market.

 

 

 

 

In the wake of COVID, HR professionals have been forced to re-examine their talent acquisition strategies, resources and technology. Adriana Bokel Herde, chief people officer at Pega–a global software company that streamlines customer engagement and operations–says COVID has accelerated all people processes at the organization. before the pandemic, Pega was eager to reduce the cost and time constraints of traditional hiring by pivoting to virtual hiring. However, given what they saw as potential risks associated with hiring candidates without in-person interviews, the company introduced an Employee or Manager Opt-out program: Employees hired virtually can leave the company after 30 or 60 days on the job with two months’ salary if they feel they’re not a good fit. Their boss can also let workers go at 30, 60 or 120 days–giving them the same amount of severance pay–without being penalized for high turnover rates. However, the number of managers who took advantage of the program was in the single digits. But since COVID, it has doubled. (Carol Patton, 2021).

Luke Marson (2021) has highlighted valuable eight ongoing and emerging trends that should have a major effect on your recruiting strategy in 2022.

Remote interviewing: -           Remote interviewing became a necessity for hiring during the pandemic wherever work from home orders were in place and candidates were unable or unwilling to travel by air for long-distance interviews.

Candidate experience: -          Organizations that focus on building a positive experience and company culture for employees are found to be more successful and profitable. The same effects apply to the candidate experience. Upgrading career sites and using surveys to get feedback from candidates are two ways employers have improved their candidate experiences. In addition, recruitment marketing and career site software can help personalize the hiring process and gather analytics to help improve the candidate experience.

Contingent workers: - Staffing the workforce is increasingly difficult as businesses face a prolonged period of disruption and uncertainty caused by ongoing COVID-19 infections and quarantine rules. Fluctuating business needs require flexibility, and contingent labor can help meet those demands.

With reduced recruiting levels and the need to deliver a more resilient workforce, the job of talent acquisition professionals looks a lot different than it did in 2019. The pandemic challenged organizations to continue to deliver meaningful employee and candidate touch points despite shrinking HR teams, limited opportunity for human contact and ever-changing hiring needs. (IBM Consulting, 2021)

 

Reference:

Maurer, R. (2021) Recruiting Trends Shaped by the Pandemic. [online] India :SHRM India Corporate Information. Available from https://www.shrm.org/shrm-india/Pages/SHRMI-Corporate-Information-page.aspx [Access on 15th April 2022].

Patton, C. (2021) What will recruitment look like after COVID?. [online] Palm Beach Gardens:Human Resource Executive. Available from https://hrexecutive.com/author/carol-patton/ [Access on 15th April 2022].

Marson, L. (2021) Talent acquisition and recruitment trends in 2022. [online] TechTarget. Available from https://www.techtarget.com/contributor/Luke-Marson [Access on  15th April 2022].

Zojceska, A. (2020) 3 Ways COVID-19 Has Changed the Recruitment. [online]TalentLyft. Available at- https://www.talentlyft.com/en/blog/author/1/anja-zojceska [Access on 15th April 2022].

IBM Consulting (2021) Talent acquisition leaders identify the challenges of hiring in a post-pandemic world. [online]United State:IBM. Available from https://www.ibm.com/blogs/services/author/ibmservices/ [Access on 15th April 2022].

Comments

  1. maduwanthisilva.blogspot.comApril 15, 2022 at 4:04 AM

    Hi Sampath, As you described in your article covid 19 pandemic effect on recruiting process for organizations. Virtual interviews had become popular in business world as a result. But due to this situation organizations could recruit better talent easily going beyond geographical barriers. According to Healy, R. (2020) virtual recruiting helped to streamline recruiting processes and improved diversity in recruiting.

    ReplyDelete

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