We’re experiencing strange times when every day comes with more bizarre news and challenges that we’ve never faced before. We are referring to the Covid-19 outbreak that has changed the way businesses operate. Here we’ll discuss the impact of coronavirus pandemic on recruitment.

Here, at Nimble AppGenie, we are personally experiencing the challenges with recruitment amid this Covid-19 pandemic and have amended the recruitment process to meet the new guidelines. We are monitoring the government norms and keeping our business operations in tune with them. 

It’s been a long time since recruiters started utilizing the potential of mobile technology. Platforms like LinkedIn and Monster are already helping recruiters with their hunt for talent. The coronavirus outbreak will possibly fuel the growth of recruitment mobile apps. Even if we keep the coronavirus impact apart, the increasing adoption of recruitment mobile apps has been certain, as both millennials and Gen Z are much more comfortable with mobile technology than their predecessors. The pandemic has just prompted the shift by a decade or so.

The millennials and Gen Z expect tech to be integrated into their work the same way it is a part of their lives. This expectation has paved the way for mobile recruitment software providers to introduce advanced technologies into the recruitment space. A report by fortune business insights has stated that by 2025, the market for mobile recruitment will reach $3 million from $1.7 million in 2017.

The numbers don’t lie and the recruiters who haven’t got in mobile recruiting, they are missing out. In the UK, the huge positive impact of growth has been reflected in the recruitment sector, as the nation recorded the lowest level of unemployment since the 1970s. The impact was swiftly undone as the unemployment claims broke records in March, with unemployment increasing from 3.8% in Q1 2020 to 10% in Q2.

The leisure and hospitality sector has suffered the hardest hit, as the lockdown measures took away their opportunity to continue services, with the closing of many businesses as a result. Research suggests that up to 11 million people across all sectors including 46% of the leisure and hospitality sector employees are expected to be furloughed or laid off in the upcoming few months. Whilst the hospitality sector will face the highest bump, mining, transportation, customer-facing sectors will also fall high.

The recruiters will play a key role in the post-Covid-19 world as the employment rate in the UK is forecasted to drop to 6.6% by the end of this year, the recruitment sector will play a pivotal role by helping businesses to adjust to the fast and efficient nature of recruiting. The industry will be offering businesses new technologies such as video interviewing and virtual onboarding to embrace remote workforces.

The Recruitment Technology Trends to watch for in Post-Covid-Era

Use of AI

Artificial intelligence (AI) is slowly but certainly creeping into the recruitment sector. A survey by Advanced states that 33% of the HR professionals see the use of AI in their daily work lives.

The recruitment tasks are often repetitive and consume unnecessary time. The AI implementation in recruitment can automate the manual tasks such as screening the CVs. An AI-powered recruitment mobile app can speed up the CV screening process by matching the CV’s with the required skill sets for the job. 

There are several other recruitment processes where businesses can utilize the potential of AI technologies to reduce workload and minimize job applicant’s efforts. For instance, apps like chatbots can help within the process of procurement and recruitment by answering to applicant queries, collecting candidate contact information, scheduling interviews.

Specialized HR software

HR software tools have been here for a long time, and they act as a vital element for organizations. It helps from the very beginning of  the hiring process by storing all the applicant information in one place and offering jobs directly through the software application. Whilst tracking the application status and managing CV records consume a hefty amount of time, HR software can manage all of this automatically and in addition, it can use all of this information when there are any vacancies in future.

Access to a Huge Amount of Data

For recruiters, the use of data isn’t a new thing. It is just that the technological advancements have made it possible for recruiters to generate masses of candidate data, which can be  sorted, categorised, and analysed for recruitment purposes. 

For instance, the recruiters can make informed and intelligent decisions with access to potential candidate data, such as whether the candidates have been promoted during their tenure with the recent employer, how long the candidates have been in their recent position or find about if there are any endorsements on platforms like LinkedIn. 

Video Interviews

The video interviewing technique isn’t suitable for all job roles, but in many circumstances, the video technology is extremely beneficial. The obvious benefit of video interviewing is no matter where the interviewee or interviewer is located, the interview can successfully take place. It allows organizations to save time for both the interviewer and interviewee, and also helps to identify candidates irrespective of the geographic boundaries.

There are several video conferencing tools such as Skype or Zoom, that are currently being used by recruiters to facilitate video interviews. Being available on a range of technology platforms is a bonus for recruiters, as it cannot be guaranteed that all of the candidates will have access to a computer at the agreed interview time. However, using video conferencing tools is just the beginning. In future, there will be an advancement in recruitment tools to facilitate video conferencing so that all the information related to a vacancy or candidate can be stored and analysed in one place. 

How Technology Trends can positively impact the Recruitment sector Post-Covid-19?

Unsurprisingly, during and post Covid-19, companies might cut down their recruitment budgets. To help them continue recruiting effectively within the budget frame, digital transformation is essential.

Redeployment of Workforce

Digital technologies allow organisations to redeploy their employees within or across the organisation. Due to the coronavirus outbreak, the need for businesses might have spiralled and they may need more people working in different working areas. For example, a company may need to increase the staff strength in customer service and reduce it at physical stores.

Having access to technology enables businesses to boost their internal mobility capabilities and use the workforce where it is needed the most. Digital recruitment tools enable companies to hire displaced workers. For instance, amid Covid-19 pandemic, CVS needed to hire extra workforce to meet their increasing demand. On the other hand, leisure and hospitality businesses lay off many of their workforce. Knowing the fact that people will need a job during these odd times, CVS decided to add a dedicated webpage for ex-hospitality sector employees to help these individuals find a job faster.

Covid-19Landing page at CVS website for Hilton employees, also a chatbot to automate the process of providing information to the candidates.

This type of recruitment program brings candidates to an online portal, where they would go under questionnaires and tests that will measure their competencies and skills. The responses are then assessed and matched to the open opportunities that the organization feels is the best fit.

Helps in Handling Recruitment in high volume

It becomes hectic for recruiters to manage a high volume of applicants per post, especially when the number of vacancies are high. For example, the average number of applicants per job opening was 59 in 2015. The numbers fell down to 30 due to the reducing unemployment rate and economic boom in 2019. Those were in the normal times. Considering the pandemic we’re facing today when nearly 200 million full-time employees lost their jobs,  recruiters will have to be prepared for an unprecedented hike in the number of applications per job opening.

The mobile recruitment apps will allow businesses to assess a large number of applications quickly and shortlist the most qualified candidates. A solution that can manage a high volume of applications is essential for organizations in the post-Covid-19 era.

Bring actionable insights through Data Analytics

The recruitment apps businesses in the post-Covid-19 era will certainly have data analytics capabilities that pinpoint any improvements required to execute the best recruitment strategy for an organisation. The access to analytics allows recruiters to know the skill sets of their candidates. The recruiters can use the data analytics capabilities to get insights about the candidates’ test performance, skill sets, and the application status.

Boost Team Collaboration

In the post-Covid-19 world, there is a great possibility that the recruitment teams will work remotely as many corporate giants have stated that more than half of their workforce will work from home by 2022. While operating from remote locations, the teams will require software tools that enable them to stay tuned with their tasks, and to also update the team members on the recruitment activities. Organisations should ideally use cloud-based recruitment solutions to get the best results from their workforce whilst working from home.

Encourage Digital Onboarding

Recruitment software solutions enable organisations to remotely onboard new hires. The onboarding process includes making the employee familiar with organisation goals and structure, work policies, job roles and other such information about the company. An efficient onboarding process increases employee engagement and effectiveness, especially during the first 90 days of employment whilst they are learning to cope with the new working environment.

But, when if the trend will be to work from home or remote locations, it might get difficult for companies to onboard new employees. This is where digital onboarding comes into the picture. Digitizing and automating the onboarding process has several advantages, including:

  • It saves time and money
  • Make the process reliable with no human errors
  • Streamline the onboarding process
  • Boost the speed of onboarding

Should Businesses start Recruiting now?

It is true that the pandemic hasn’t ended yet and this may concern an employer while hiring for a vacancy. Here is some advice, recruitment can still take place in these odd times. The recruiters just have to be a little more creative than usual with their interviewing techniques, as it is not advised to have an interview in-person. There are many tools available in the market that an interviewer can use for video interviews.

Ready to transform your Recruitment process Post-Covid-19?

The move of the “new normal” has made digital transformation applicable in many industries as well as areas of business. Business meetings, events are taking place online, the digital commerce sector is booming, and the working professionals are using tons of online team collaboration tools to improve work from home productivity

The recruitment sector is no different. If recruiters want to be prepared for the booming workforce demand, they will have to team up with the technology solutions providers to achieve their goals.