How to optimise your recruitment process amid COVID-19

April 14

How to optimise your recruitment process amid COVID-19

During these unprecedented times, recruitment and selection is still a priority for organisations to try to maintain revenue and growth targets. While the business environment is certainly much more challenging, the COVID-19 crisis will pass. Firms that are positioned with the best talent during these times and when we emerge from them will be better placed to recover and grow faster. Keeping recruitment going through these times where possible will place firms in good stead. Here are some helpful tips for recruitment during the pandemic.

Getting hold of candidates may be easier

One distinct positive from a hiring perspective reported on by the BBC is that recruitment firms have found that reaching candidates has been easier than usual. With many employees working from home, or not able to work at all, phone calls are more likely to get answered, and interview scheduling is much easier than usual.  What is more, many companies have put their recruitment efforts on hold for the time being, meaning that there is less competition for top candidates. This makes the current time ripe picking for firms that are growing and a great opportunity to attract some of the best candidates.

Develop a streamlined virtual process for remote interviewing

With expert predictions suggesting that COVID-19 may be causing disruptions to society for weeks and months to come, getting an effective online recruitment process up and running is important. Governments are reporting that while lockdowns may be lifted within weeks, social distancing restrictions may be in place for some time yet. A streamlined process for online recruitment will be beneficial for companies ensuring that some semblance of normality can be maintained, as people continue working from home and minimising social contact.

Apps for online interviewing

There are numerous online applications that can be deployed for online interviewing of candidates via video. These include Zoom, WhatsApp, Skype and Google Hangouts, among others. Zoom is regularly reported to be a good business oriented option with video conferencing features and unlimited one to one meetings. The basic package is free, but there is a 40 minute limit on group meetings. The pro package costs a small fee per month but avoids this limit. WhatsApp and Google Hangouts are free, and Skype is free if calling direct to another Skype user.

Move group interviews to shorter one-to-ones with key members of the team.

Group interviews can be somewhat challenging using video conferencing apps. People inadvertently talk over one another and this can make it difficult for interviewees to keep on top of what is going on. Instead of doing group interviews, you might consider shorter, one to one calls with the different interviewers. It is also worthwhile testing your audio and video before the call, to avoid hiccups that could look unprofessional or detrimental to the brand.

Employer branding is key

Selling the employer brand to would-be new recruits is somewhat harder without the ability for the candidate to visit and properly meet the team. To get beyond this problem, make sure that all online information is up to date and accurately represents both the brand and the employer brand. Following government guidance for businesses is essential for maintenance of a good brand reputation. Firms that flout guidance are being vilified in the media and are less likely to be considered good options by employees. Make sure that press reports of your firm stay positive!

Focus on communication and transparency

Managing expectations will be an important part of the process. Companies that are hiring need to communicate to candidates that they will be using remote interviews for decision making. Expectations should also be set around the fact that more and more roles are likely to commence remotely at first, and this will mean remote onboarding of the successful candidate.

In summary

Recruitment and selection are still very much possible during the current pandemic. Organisations that are in a position to grow will find this to be an excellent time to secure top talent. Very few of the clients we are working with have actually stopped hiring. We’ve seen little change, however it is still early and goal posts continue to move on a day by day basis. At Lincoln, we have solid online recruitment processes and capabilities in place, so why not contact us to find out we can help you find the best people?


About the Author

Shay Dalton

Shay Dalton

Managing Director 16498583

Shay Dalton is the Managing Director of Lincoln Recruitment Group. Shay is a qualified ACCA Accountant with over 20 years’ experience specialising in the placement of senior positions across a broad spectrum of Accountancy and Finance positions within the industrial and financial services sectors. Having been involved in the establishment of some of the most respected financial recruitment brands in the Irish market, Shay subsequently set up Lincoln Recruitment Specialists in 2008. He also hold’s an MSc in Organisational Management and is a member of BPS, qualified to conduct and interpret psychometric testing as well an EQi testing.


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