How Covid-19 Has Affected the Hiring Process

Covid-19 has drastically affected the economy and all industries. While some industries have been hit harder than others, the majority of companies have experienced some changes and adverse effects from the pandemic.

Changes to the recruitment process are just one of these alterations. From adjusting to remote interviewing and onboarding to putting a hold on hiring altogether, companies are needing to adjust their hiring strategies significantly.

Keep reading to find out how Covid-19 has affected the hiring process. We also provide some tips on making hiring and finding new talent successful during the pandemic.

How Covid-19 Has Affected The Hiring Process

Covid-19 has affected recruitment in a big way. While demand for positions in some industries is up, others have seen decreased demand with employees not wanting to leave a secure job at the moment. Changes to hiring processes and financial concerns have additionally made many companies stop hiring altogether. For those who continue to hire, a move to a. completely virtual recruitment process has seen this process actually speed up for many. Here are some more of the main ways in which the hiring process has been affected by Covid-19.

Changes To Interviewing

Video Interviews

Most business communication now has to be conducted remotely. This is no different for communication during the hiring process.

Even interviews for positions that will require the applicant to be in a social setting if hired, such as a grocery store or hospital, are being conducted remotely.

While some companies may use phone interviewing, the majority have moved from in-office interviews to video interviews. Using a video platform, like Zoom, is the closest businesses can get to the in-office interview experience. Even interviews for positions that will require the applicant to be in a social setting if hired, such as a grocery store or hospital, are being conducted remotely.

This has additionally resulted in the speeding up of the hiring process. Companies are wanting to get in touch with strong candidates as soon as possible. With video call, this is made quite easy. Interviews can even be conducted the day an application is sent in. The hours when interviews are conducted may have changed too. Both those hiring and the applicant are more likely to be available for an early morning or later evening interviews. Before Covid, interviews were generally scheduled during normal working hours.

Along with video interview, candidates may be asked to complete tests or provide presentations and pitches, not previously requested of them. This is because employers need to find new and additional ways to evaluate employees with the limited resources they have being out of office.

Adjustment to In-Office Interviews

While most companies are opting for remote interviews, a few are still conducting in-person interviews. However, safety protocols are being put in place.

These protocols include asking interviewees to sanitize their hands on arrival, wear a mask, and respecting social distancing guidelines such as keeping a good distance from the interviewer. As offices slowly start to open back up, these adjustments to in-office interviews will become the norm.

As offices slowly start to open back up, adjustments such as social distancing and wearing a mask to in-office interviews will become the norm.

Halts In Hiring

Some companies have had to stop hiring altogether due to Covid-19. In some cases, a drop in demand for a company’s products or services is to blame for this. Even companies that are operating at a similar capacity as before the pandemic may have put a hold on hiring. This could be due to uncertainty and financial concerns, whether realized or anticipated. It can also be due to concerns about selecting candidates via video interviews or concerns about remote onboarding.

For example, some publishing firms have struggled due to Covid. Especially if they publish print media and/or cover industries equally affected by Covid such as sport or travel. As they have financial uncertainty and may even be uncertain of how long they’ll remain in business, hiring is unlikely while the pandemic continues.

Delayed Hiring

Some companies have not completely put a hold on hiring but instead are delaying it. This means they’re still advertising jobs but these jobs are not necessarily open immediately.

By still promoting positions that intend to be filled when the business climate is more stable, companies can build a talent pool of qualified candidates that they are ready to reach out to as soon as hiring for the positions is feasible. This will then allow interviews and/or onboarding to be conducted in person.

Increases In Hiring

For other companies, hiring has actually increased during the pandemic. These companies, which are often essential services and health/medical related companies, need an increased number of workers to meet demand.

Medical communication agencies (publications, promotional MedEd, CME and advertising), for example, are experiencing a hiring growth. Pharma clients are demanding a higher volume of deliverables with an increased utilization of multiple platforms. Live meetings have gone virtual, new business pitches are virtual and digital deliverables have increased.

A lot of eyes are on big pharma given the current climate and agencies are quick to respond to their communication needs and hire appropriate talent to deliver! Needless to say, various technology firms servicing the media industry are also seeing a hiring increase. There also are other areas in the media space experiencing growth, such as finance and education. Topics that both consumers and professionals are highly interested in in the current climate.

Even in the midst of the COVID-19 pandemic, medical communication agencies are experiencing a hiring growth.

Changes To Application Volume and Job Demand

Covid-19 has also caused changes to job demand and the amount of applications companies are receiving. For some positions, it has also affected the quality of the candidates applying.

With the many layoffs that have resulted from Covid-19, demand for jobs is higher than ever. However, fewer companies than ever are hiring. This imbalance in job supply and demand means companies that are hiring are likely to get more applications than usual.

This can be overwhelming for many companies as they have more applications to get through and more applicants to respond to. This is especially true for smaller companies that don’t have an HR department and need to juggle finding a new employee with all their other projects.

Companies may also be finding that they’re getting more applications from under-qualified applicants. However, you may also find you get more high-quality candidates than usual, making finding a great candidate possible.

Increased Transparency and Communication

Due to the constant changes in the work and hiring environment due to Covid-19, it’s more important than ever for all those involved in the hiring process to communicate effectively and be as transparent as possible. The following are some things to keep in mind for each involved party:

For Employers

It’s very important for employers to be transparent during the hiring process at the moment. They need to be honest about where the position will be undertaken (for example, in-office or remote) and for how long this will be the case. Companies should also be open to admitting that they cannot be 100 percent sure about this.

Additionally, if you’re hiring for a position due to an increase in customer demand related to Covid-19 (a demand that may decrease as things return to normal) be upfront that the position is available for now but it may be temporary. Also, be sure to outline this in employment contracts.

For Applicants

Applicants may see a need to be more transparent too. For example, a company may be intending to move back to the office soon. However, a candidate with children will not be sure if they’ll be back in school in the fall. If not, the applicant may have to continue working remotely. This and similar concerns need to be discussed and addressed in advance.

Applicants should also be asking additional questions when talking with potential employers that they may not have felt the need to ask before. Applicants should consider asking:

• What the company’s transition to remote working was like and how an average day will look for them if hired. Both while working remotely and when working in office again.

• How remote onboarding process will work and what support they’ll receive while working remotely.

• How the company sees itself moving forward. Both in the short term and in the longer term (such as keeping changes to their business model that were necessary to make due to Covid. For example, only operating as a digital business.)

• What the company’s overall health is and what their current strategic priorities are.

• What their prospective department’s future plans are.

• How their potential position is valued and how many employees will be working above them, below them, and on a similar level to them.

For Recruiters

Equally, recruiters that are working with companies and candidates are collecting more information from both sides. This helps ensure that everyone is informed about position and candidate specifics as both may change rapidly in the uncertain and fluid current environment. Recruitment agencies are also encouraging companies to provide information on positions they want hired for as soon as possible. With some requesting details two to three months in advance.

Remote Onboarding

Companies that do hire will most likely need to onboard all new employees remotely. Most companies will be used to conducting training and other onboarding activities in a face-to-face setting. It can be difficult to explain company processes and systems remotely. Checking employee work, which is frequently needed when a new hire starts, is also made more complicated.

Remote onboarding can also affect the rate at which new employees learn. In general, a new hire will have a lot of questions when they start, even if they’re in an experienced role. These questions can easily be dealt with when the whole team is working in one location. However, it can be difficult to get multiple questions answered quickly and effectively when you cannot communicate face-to-face.

Additionally, new hires may have a hard time fitting in with their team if they cannot communicate with them easily. This can make teamwork and a feeling of belonging and appreciation difficult. This, in turn, can affect the new hire’s motivation and productivity and even lead to them quitting. New employees also won’t be able to build personal relationships which is easier in the office. They can’t get to know coworkers by joining them on their break or for lunch, or just chatting around the office, for example.

Ways To Adapt To Hiring During Covid-19

Despite these changes to the hiring process caused by Covid-19, here are some ways in which you can handle hiring and talent acquisition in this new recruitment environment.

Video Interviewing Tips

Both those conducting the interviews and the applicants being interviewed will most likely be new to interviewing via video call. It can consequently be more nerve-wracking and complicated than a regular interview would be for all parties.

Before The Interview

To make the process as simple as possible, start by letting the applicant know well in advance the time when the call will be conducted. Also, let them know how long it’s expected to last and what video platform will be used.

You should factor in time for any technical issues. For example, if your interviews on average take 30 minutes, schedule 40 to 45 minutes for the call in case either party has issues with the video or audio.

Even if you’re the interviewer, still find a quiet, well-lit, and clutter-free environment to conduct the call in. Having an applicant see you in a messy environment may make you appear unprofessional and decrease their interest in the job.

Check your internet connection is stable and your webcam, microphone, and audio are working before you call in. Remember to dress as you would for an in-person interview too.

During The Interview

Once on the call, make a note of your interviewee’s appearance and environment. They should also be dressed professionally and be in a bright, quiet, and tidy space. This is most likely the space they will work in while the position is remote. Make sure it appears to be appropriate for them to concentrate on the job.

Start with a bit of small talk and then get right into your questions. Try to ask open-ended questions that help give an idea of how they work and if they are a well-organized and independent worker. These qualities are very important when working remotely.

After The Interview

Just because the interview is remote doesn't mean you shouldn’t follow up with the same information as usual. Email to thank them for their time and initiate the next steps if applicable.

Remote Onboarding Tips

Although it may seem more difficult to onboard employees remotely, it can be done. Start by making a digital version of everything you would usually provide to a new employee.

Create a digital training guide that outlines everything that would usually be explained face-to-face. For example, if the department head usually spends a day with a new hire guiding them through tasks, get them to create an onboarding e-book with this information for the new employee.

Make remote onboarding easier by creating a digital training guide that outlines everything that would usually be explained face-to-face.

You may also need to create digital versions of your code of conduct and information on the benefits the employee receives. You could even create a video with current team members introducing themselves and explaining their roles.

Building A Talent Pool

If you’re delaying or putting a hold on hiring, don’t put all recruiting efforts on hold. Keep promoting positions digitally. Post on job boards saying you’re accepting applications for future positions.

Encourage open applications as well, asking people to submit a resume and cover letter if they think they’re a good fit for a certain department, even if a position isn’t advertised.

You can also use ads or social media to target certain groups. Additionally, continue working with recruitment agencies and ask your network for referrals. People are still likely to apply to a position that interests them even if the job isn’t necessarily available right now.

This will help in building a pool of qualified applicants. These applicants can then be reached out to straight away when you can confidently hire again.

In Conclusion

While the hiring process has been significantly affected by Covid-19, there’s no reason you can’t still find great hires. Even if changing jobs is seen as risky at the moment by some, you’ll still receive applications from a great pool of qualified candidates.

By then adjusting your hiring methods to a remote or safe in-person platform, selecting the best candidate and getting them successfully integrated with your team is possible.

Even if you need to currently put hiring on hold, keep up your recruitment efforts by building a talent pool of qualified candidates. This can be done through digital efforts or with the help of a recruitment agency (or both!)