The pandemic has disrupted life and businesses across the globe, financial plans, acquisitions, mergers as well as hiring plans have all been affected. In March when the lock-down was announced, we witnessed disruptions in the hiring scenario, interviews were cancelled or postponed, or roles were put on hold indefinitely – absolute nightmare for us recruiters.
To assume that the pandemic, or the changing external factors, introduced the world to the remote hiring process would be incorrect. Online skills assessment, video interviews, and online onboarding were very much in practice before 2020.
However, with these disruptive external factors, remote hiring quickly turned from a nice-to-have feature to a must have.
Anyone familiar with hiring is also very familiar with the typical job description. Reporting structure, high-level purpose, key skills, and attributes for the ideal candidate. This is something of a historical standard.
However, leaders in a post-COVID world need to reassess how they develop job descriptions to succeed in this new reality.
Attracting and recruiting talent requires well-crafted Recruitment Marketing content that provides candidates with an authentic window into your company culture and answers important questions that keep them moving along their candidate journey.
There are two key challenges I have been hearing lately from practitioners who are trying to create, manage and scale up their Recruitment Marketing content:
How has COVID-19 affected recruitment?
“How can there be a loss of 25 million jobs and a shortage of employees at the same time?”
COVID19 has put the recruitment industry at crossroads. On the one hand, there are millions of talents without any work, ideal for a new hire.
On the other hand, industries like e-commerce are struggling to find human resources to fuel their supply chains.
Nowadays, job seekers have a plethora of options to choose from in the job market. They also have access to tools and platforms that make their search for jobs easier than decades ago. One core contributor to such a change is mobile technology.
According to mobile traffic statistics, 62% of all internet users access the internet from their mobile devices. What’s more, 61% of the searches on Google (the largest search engine) come from mobile.
The world of recruitment has rapidly evolved in the last decade. The recruitment landscape has become increasingly competitive with changing job market demands. Companies vying for top talent for the job positions have been deploying different social networking mediums, and recruitment strategies to tap into the groups of potential job seekers as well as skilled professionals.
Read more at: https://www.jobsoid.com/social-media-recruiting-tips/
We all know what the recruiting process is like in the traditional talent landscape. You open a job, screen candidates, move them through the interview process, and, ultimately — extend an offer to the one you want to hire.
But after spending years working with hundreds of the most talented recruiting teams in the world – and during a pandemic no less — I’ve come to learn that no two recruiting teams operate the same.
We all want to find the best human resources blogs. Everywhere you look online these days, you’ll see a so-called expert with a blog, providing advice about HR, recruitment, and careers.
It’s a positive trend. But countless keyboards all over the world have been worn out by people writing second-rate content. And the world of job blogs is not immune.
The last few months have been testing, challenging, confusing, overwhelming and so much more for so many people! During such uncertain times everyone has had to adapt – and fast. Lockdown has meant every day working life has been turned on its head for the masses.
One major change we have all seen in one way or another is that our homes have now become our place of work, the children’s school, our work shop, a hub of creativity – our homes have gone from our sanctuary and transformed into so much more.