The effect of COVID-19 on businesses of all forms and magnitudes around the world has caused a seismic change in how we conduct our work. As we fight to survive the pandemic, we hit the fast-forward button on many technologies that were already in place. From remote working to digital events and virtual reality training, these technologies have now become a crucial part of our day-to-day work life and are here to stay. Now, the majority of organizations (88%) currently either encourage or require employees to work from home, and experience the largest remote working in history.

When an enhanced shift to digital began in times of COVID-19, traditional models were overturned across all functions. Recruitment was one of them. ShoreWise, with an ensured digital-ready mindset and technology, we were equipped to take the dive into virtual hiring. It enabled us to promptly rise to the challenge of augmenting our clients’ workforce — both new and existing — during their time of need. In the middle of lock-downs and restrictions, our teams were engrossed in fulfilling the unique talent requirements of various clients, digitally.

 

Being adaptable can help us steer an economy where change is the current constant. Here’s how ShoreWise has planned the new normal of recruitment process more efficient, effective & resilient using strategic litheness.

 

1. Expect the challenges

It’s the perfect time to think about the next two to four quarters and ponder what your company’s challenges will look like in the coming days. Try to be as specific as possible. Focus on the top-line fears, opportunities, and needs, and then work backward in writing down the needs related to each of these.

 

2. Emphasize remote working skills

It’s very much obvious that remote work is a part of workplace life for the foreseeable future of many companies. And even if you expect to bring workers back to the office soon, situations could edict that they have to return to remote work again. That means while recruitment we have to make sure job candidates are comfortable with remote and virtual technology (Slack, Zoom, Microsoft Teams, etc.) and that they’re skilled at independent work.

 

3. Hire part-time, freelance, or contract workers

About a third of organizations are replacing full-time workers with part-time workers as a cost-saving measure. As part-time allows you that flexibility if your clientele increases. You can offer an employee more hours, as contrasting to having a full-time person. So, If you’re on the boundary but you need the extra hands, part-time, freelance, or contract workers can help you bridge the gap.

 

4. Allow flexible schedules

Maybe when your entire team was in-office, everyone worked the same eight to nine hours, but now that many employees are working remotely, companies are realizing that work can happen anytime—and in fact, there’s a benefit by allowing your employees to coat their schedules and cover more working hours. Give them the flexibility of choosing the work shifts & make sure that the given task is completed.

 

5. Keep digital job ads

The job market now looks extremely changed from the job market before the pandemic—and the same thing could be applicable for a few months from now.  When recruitment is done digitally, we can consider Pay Per Click job posting models to deal with shifting priorities and periodic needs. Because with PPC job ads, companies pay when job searchers click on their ads, also cost per ad is lesser and they can be more or less aggressive subject when job searchers are typically more active and in which category, from which location, etc., then these ads can be scaled up or down based on the requirement.

 

The way ahead!

Human Resources as a field is not unfamiliar to technological progressions. Digital transformation is more about individuals than it is about technology. And in HR, this interprets to hiring the right talent that can make use of path-breaking technology and develop actionable visions from data for long-term growth.

Henceforward, the bigger emphasis for organizations will be on formulating a workforce that can leverage the digital revolution. The present gap in skills can be bridged by hiring from outside as well as finding and developing the right talent within the organization. Reskilling and upskilling programs can help employees stay pertinent.

Team ShoreWise is exploring newer ways of managing teams and talent. The ‘new normal’ is here to stay and we must prepare ourselves with more than just masks and protective gears to stay ahead of the curve.