Like many different changes made throughout the COVID interval, what was as soon as supposed to be an HR non permanent repair will turn out to be a salient facet of the post-pandemic setting. Business leaders need to recognize this.
With the continued increase in hiring pools, a novel strategy for artificial intelligence (AI)-driven recruiting solutions and a stronger focus on applicants’ soft skills, along with other developments, are expected to transform the recruitment industry. What does it all imply for recruiters navigating the modern workplace?
Video Interviews Will Continue
Before the epidemic, video interviews were scarcely unknown, but many companies had little to no experience meeting job seekers on camera. After a year, they have seen significant long-term advantages from the exercise.
According to statistics given by the firm, recruiting managers at P&O Ferries have used 62 percent less time on the interview and evaluation process since switching to video interviews. Similar good results have been reported by the U.K. online supermarket Ocado, where 94 percent of job candidates and 90 percent of hiring managers said they would recommend continuing video interviews after the epidemic. They all agree that they would want to keep using video as the first step of the interview process.
A hybrid interview process saves companies time and money on travel expenses. It enables hiring managers to review candidates’ responses by replaying the interview recording and examining automatic transcriptions, allowing a more objective and accurate assessment of candidates’ interview performance and general suitability. Additionally, video puts personality ahead of paper by allowing many applicants to shine like CVs never could.
“Where, Where, Where.” Not Essential Anymore
Geographical obstacles to hiring top personnel are dissolving as more firms anticipate maintaining remote or hybrid employment after the epidemic.
Not only will businesses be able to recruit qualified workers wherever they are, but their attempts to create a more diverse workforce will also benefit from this.
Corporate culture is no exception, as diversity, equality, and inclusion have risen to the fore as crucial elements of society as a whole. Companies find it simpler to recruit people from a wide range of ethnic, racial, socioeconomic, and cultural backgrounds since recruiting is no longer as restricted by location as it once was.
AI is not an option anymore. It’s mandatory
AI and machine intelligence as recruiting tools have become more real in recent years, driven by digital HR platforms.
Many employers find AI-based solutions efficient and productive, while others have substantial issues. HireVue abandoned its face-tracking technology after accusations that it was too opaque. Others have questioned AI biases, calling for inclusive technology.
Despite worries, organizations and recruiters are adopting these solutions, and there’s no turning back.
AI-powered technology may expedite a time-consuming activity and encourage diversity and inclusion in the recruiting process when created with fairness. Doing so requires a rigorous strategy to vet and test such solutions before full-scale adoption to ensure cultural fit, essential abilities, and intuition are appraised fairly. Various backgrounds, traits, attitudes, and points of view are baked into the AI as recruiting objectives.
Soft Skills Become More Important
The previous year has increased attention to the need for flexibility at all organizational levels.
Because of this, recruiters increasingly value soft qualities in applicants, particularly flexibility.
As a result, recruiters and HR specialists have had to reevaluate their recruiting procedures to more effectively evaluate elements like time management and applicants’ capacity for course correction when required and performance in high-uncertainty environments. Given the accelerating speed of technology advancement and workplace innovation, these talents will continue to be in demand long after the epidemic has passed.