Talent Acquisition during COVID: What to look for beyond technical skills

If the HR landscape was undergoing a big shift in the last few years, the COVID-19 pandemic expedited the change. As the work environment continues to get disrupted and companies keep working virtually, the HR is faced with a whole new way to recruit and manage the workforce. Organizations are adopting a fresh perspective on talent acquisition.

What candidates want in the talent acquisition process

Acquiring talent in a global pandemic, with professionals isolated in their personal spaces, comes with its own set of challenges. The expectation of candidates from a job has now escalated from a want to more of a need. But that need is not simply financial and career growth. Social distancing and isolation, working round the clock blurring the lines of personal and professional time, and health scares have left employees seeking more security, inclusivity, and value from their work life. They are still adapting to remote work and virtual offices and if the new job does not go a step beyond what they are already getting, companies will lose out on top talent.

The new norm of talent acquisition

Recruiters now cannot simply look at the job-based skills and qualifications of applicants and derive the rest from a face-to-face interview. HRs need to explore newer methods and need to set new parameters for screening and shortlisting.

As I mentioned earlier, it is now almost a “need” to look beyond the obvious. Technical skills are essential, but now is the time to look for what the candidate brings to the table as an individual and not just as someone who can fill a job role. It is time to assess one’s talent and skills on two parameters.

Crisis management:

Everyone performs their best when the chips are high. But the real test is when times are tough and resources limited. Ask how well can the candidate deal with a crisis and if they can think on their feet to solve a problem within limited resources. Look for points in their work history which can reveal how they have dealt with the crisis.

Leadership:

With virtual workspace becoming the new normal, communication and coordination is a challenge. It is always easier to deal with people in person. But can the candidate fulfil a leadership role in a virtual work environment? How well can they communicate with a team scattered across locations?

Before starting the talent acquisition process, HRs should restructure and focus on their existing talent. As they say in Sales, “it is always better to revisit your existing customer than finding a new one”. Talent acquisition does not necessarily mean finding “new” people. What if your current talent pool can serve a new role? It is not only a great way to help employees achieve career growth it also helps HR save time and resources on scouting new talents.  Instead, you can get candidates who are already invested in the company’s vision, values, and goals. Another way to do this is to move your current employees within the teams in newer roles.

Hiring during a crisis:

It is important for hiring managers to look above and beyond “candidature” and value the “human” aspect of human resources; technically what it should be.

Start by offering value to your candidates. If you had been working on your employer brand, now is the time to make it a top priority and use it to connect with candidates. In a time when health issues and social concerns are driving people sleepless, it is important for companies to offer value, which candidates can align with and look forward to in their professional lives.

Professionals are seeking positivity; not only around them but also in what they do. The entire cycle of looking for the right job, the right organization, followed by application, shortlisting, and interview, is an ordeal of its own. And now, in a time of crisis, the pressure just surmounts. Making this process a little easier will not only make candidates cared for but also streamline the recruitment exercise. Ergo, it has become more essential for HRs now than ever to foster a positive experience for candidates, from the acquisition stage all through the onboarding process. The best way to do this is to automate the entire process and speed up screening, testing, and onboarding using smart methods and tools.

Such a positive experience helps attract top talent, hire smoothly, and retain for a longer time. 

Tags: COVID-19