Recruitment Planning Post COVID-19

Recruitment Planning

Though it is way too early to predict what the future holds, we have seen and experienced during the past few months how valuable and strategic the HR function is in the wake of this crisis and how technology collapsed the boundaries between work and home. Companies should take advantage of the current situation to start thinking more strategically when prepping for hiring in the future, consolidating the strength of its HR function and technology as this is the best time for companies to rebuild a workforce that can weather any storm.

Have a succession plan

Large companies are more inclined to have proper documentation of succession plans in case of emergencies compared to smaller operations. Not having such planning often leave these companies unprepared for emergencies and this pandemic has given us the best example that it is utmost important for an organisation regardless of its size, to have at least some sort of planning in place.

Start the hiring patter now

Companies are encouraged to get a head start now rather than scrambling to scale up once the crisis has passed. Instead of trying to fill empty roles later when operations are back on full force, companies’ HR should be actively working to fill the roles that are needed in the foreseeable future to avoid losing valuable talent (and time). This brings us to the next point:

Tech savvy

This is a good chance for companies to start revamping its hiring process and workforce management with the help of technology. Companies’ HR should realise that being able to offer video interviews at this point of time is crucial. Apart from that, months of remote work or video conferencing during the pandemic has proven that virtual learning and performance management can be quicker and more efficient than the conventional way, though more advance planning is required, it is not something that can be easily achieved by just installing video conferencing apps.

Upping the benefits game

This is definitely an area that companies should consider addressing more in the long run as the crisis has led employees to be more conscious of their benefits and entitlement. At this juncture, companies may need to be prepared to offer more in terms of benefits relating to its employees’ welfare and well-being, from better sick leave policies, comprehensive health coverage to education around workplace mental health since the pandemic has undeniably highlighted why those benefits are important.

Regardless of where hiring currently sits on the company’s to-do list, it is important for a company to acknowledge that having a comprehensive recruitment strategy is an essential component in rebuilding its workforce. After all, the current crisis has foregrounded the truth that people are an organisation’s greatest asset. Nonetheless, if that is not the case for any company that is not currently looking into rebuilding its workforce, the relevant approach is to have a two-fold mechanism – nurturing and engaging with current employees or even prospect candidates to keep them warm, at the same time understanding the needs of the organisation in the foreseeable future.