Like most things in our daily routine, the pandemic changed the way we recruit. From the overall process down to what tools we use and how it’s utilized, a massive shift has affected our recruitment system.

This includes adapting to a work-from-home environment, realigning company goals and objectives, and being open to remote hiring.

What is Remote Hiring?

It’s the same as what recruiters normally do: finding and selecting suitable candidates for the company based on vacancy needs. However, the main difference is that talent acquisition specialists can also scout potential employees outside of their country.

This gives you the chance to tap a whole new different market where possibly the best fit with outstanding skills and experience can be discovered.

Before, a relocation offer would be a norm once the right person has been identified. However, fully remote work is now observed due to the pandemic. This poses a whole set of opportunities and challenges to recruiters.

Impact on Your Recruitment System: The Good and the Bad

If you come to think about it, full remote recruitment makes it relatively easier because everything is streamlined online. As long as you have the right technology and tools, you practically have access to what you need– all at the comfort of your home.

To add to that, the new workplace diversity provides quite a learning environment. You get to learn and share ideas with different people of different backgrounds. This speaks true for everyone because there has been a 20% increase in geographical diversity among companies worldwide according to LinkedIn.

Of course, it brought about concerns and challenges for many, too. It was only in the initial stage of the COVID-19 when the anything-from-home set-up pushed people to value their work. Now, as in some cases, it can cause unease as the majority of the workers are becoming too relaxed with the atmosphere.

Additionally, it’s causing decay in team dynamics, as well, especially to those who are used to the corporate setting for far too long. For them, it reduces the productivity and efficiency of working in a shared space given the compromised circumstances.

If those are the cases (plus a lot more that varies from company to company!), what should we expect now?

70% of talent professionals believe that remote recruiting will become permanent

We’re already started to see the integration of remote recruiting ever since the world has gone digital. The fact that applications are sent online and initial screening is also conducted the same way, we’re no strangers to such processes.

However, it’s only amidst the global crisis that we’re beginning to see an end-to-end online recruiting process and all the benefits that go along with it. That’s why we can safely presume that it is, indeed, going to be one of the new standards now.

Gone are the days when the candidate options are restrained by location. Now, it’s becoming progressively acceptable to hire employees regardless of where they are as long as they can deliver.

Introduction of remote and in-person recruitment methods

We know that remote recruitment is here to stay, but that doesn’t mean that companies will forego in-person methods. It can be implied that a hybrid hiring process might be considered if it yields better outcomes.

For example, hiring entry-level positions can be fully virtual, but executives may need to do both to screen carefully and adequately.

Some industries are considering full remote work

Remote hiring is one thing, but remote work is another. A recent survey among 317 CFOs and Finance leaders by Gartner Inc. reported that 74% plan to permanently do work-from-anything even post-pandemic!

This is interesting to know because if the likes of big tech companies lead the example and prove a successful business model, many other companies regardless of industries may imitate and follow.

Tips to Optimize Your Recruitment System

To that end, here are some tips to help you prepare better:

Structure your hiring process

Sit down with your team and have a clear end-to-end process on how you conduct your new recruitment method. You should also be able to pinpoint who does what, what are your timelines, and more.

Improve technology to bolster workflow

Being remote brings emphasis to technology and tools. This can apply to everything, which is why you need an all-in-one recruitment software where you can streamline tasks from sourcing candidates to managing your customers.

You also need to consider setting a great communication channel and project management tools. Slack and Asana are good examples!

Protect your data

Since everything is consolidated online, be sure to safeguard your data. Don’t underestimate this! You need to be secured at all times and make cybersecurity investments to protect your company.

85% of companies globally deem that this is a concern that must be dealt with, especially amidst the crisis.

Study report

Lastly, take a look at your reports. These are data-driven facts that will show you what worked best and what you need to improve on. Having concrete focal points will allow you to address strengths and weaknesses in a precise manner.

This even includes knowing if full remote hiring is best or if you need to do a hybrid of in-person and online!

With our current situation and expected trends, remote hiring is here to stay. Recruiting is already difficult as it is, but the COVID-19 further emphasized the importance of nailing every part of your recruitment to ensure the company survives and becomes successful at the same time.

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