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You’ve certainly been affected by the coronavirus pandemic in some way, no matter what field you work in. If you’re fortunate enough to be hiring in 2021, there are a few things to bear in mind. Don’t worry; we’ve got you covered. For the year 2021, here are eight best practices in recruiting.
Using Skill Tests
We cannot overlook the fact that so many people have lost their jobs as a result of the pandemic. Since March 2020, more than 30 million people in the United States have lost their jobs, and the future does not look promising either. There are and will be a lot of fantastic candidates looking for jobs, so you can expect a lot of applicants for your positions.
This will have an impact on the early stages of the recruiting process, as you’re under pressure to exclude the majority of the applicants who aren’t eligible. Save time by taking a skills test instead of reading endless resumes. In just two clicks, you can create a 20-minute skills test for developer, sales, and marketing positions.
Candidates will take this test as a first step in the selection process, and based on their test scores, you as the employer can quickly determine the best of the bunch. You can increase the pace of your recruiting by up to 80%, and applicants love the experience, so you’ll even improve your employer image. Find here best Recruitment Agencies In Qatar
Don’t Just Rely on Resumes
Some stuff must be left in the past in 2021. Things are evolving in the recruiting industry, which used to be a hallmark of best practices. You might argue that someone who is unemployed has plenty of time to craft the ideal resume, but that is precisely the argument. Instead of hiring the best resume writer or designer, you want to employ the best person for the role.
While you may not want to fully eliminate resumes from the recruiting process, you should and should give them a smaller role in deciding who gets hired, as they are an inefficient way of determining who is the best candidate for the job.
Make Better Job Ads
While some unqualified candidates will apply because they are desperate for work, there is another explanation you might be getting bad candidates. For several applicants, your work ad is their first point of contact with your business, so you should go above and beyond to produce something that accurately represents the job they’ll be doing while also enticing them to apply.
You should expect a wide range of applicants, so make sure the work postings are inclusive and not biased against any particular demographic. The second step is to ensure that your work postings are performance-based and that they provide applicants with a snapshot of the objectives they would be expected to meet if they are (potentially) employed.
Don’t Undermine Passive Candidates
There are many advantages of recruiting passive applicants, as we’ve written about. A lot of the time, you won’t be able to select the perfect candidate because they’re already working for someone else. The problem is that everyone is afraid of losing their jobs as a result of the pandemic, so most people are sticking to what they have instead of looking for a new career, even though they would be open to it if the opportunity arose. Find Recruitment Agencies In Qatar
Take a Look at Past Candidates
If you’re not recruiting for the first time, you’re likely to have a database of previous candidates that made a positive impression on you. It’s a bit of a gamble, but you never know if they’re looking for new jobs right now.
The biggest advantage is that you already know the nominee, particularly if they went through your entire process and were interviewed. They could have acquired more experience since you last spoke with them, and if they check all the other boxes, they’re worth contacting. If they’ve lost their work as a result of the pandemic, they’ll be overjoyed to hear from you.
Adapt to Virtual Hiring, and Work
With remote work becoming more common than ever and the health risks of face-to-face interviews, video interviews will become more widely used. As a recruiter or boss, you should become acquainted with the appropriate apps, such as Skype or Zoom. These apps enable employers and applicants to meet and communicate on a more personal level than can be accomplished via phone calls or email, which might be more appealing to potential employees. For the time being, the days of handshakes and office interviews are gone, but demonstrating the versatility to retain your hiring process’s standards will hold you in the lead.
Working remotely does work and can be very successful when done correctly, according to the modern reality of the professional world. Although the global pandemic may have triggered this transition, it is increasingly likely that the ins and outs of office life will be forever altered. It will become increasingly important to be able to have at least some versatility in terms of remote or virtual work in the future. look at this site for headhunters in dubai.
Not only would this appeal to your pool of potential workers, but a healthy work atmosphere and increased public health awareness can only benefit your business. According to a 2020 poll, about 54% of currently employed people would like to continue working from home after the pandemic, with 75% saying they would do so on occasion.
Make the Application Process Easier
Thousands of people are willing to apply for your open positions, particularly if you provide remote work in these difficult economic times. While some may not be a good match, you want to ensure that everyone completes their application from beginning to end. We’ve been spoiled by great user experiences in apps, and candidates demand the same from their work applications.
To put it another way, at the start of the recruiting process, ask for as little information as possible. We only ask applicants to take a skills test for their open positions. Using their LinkedIn account is a condition for taking the exam. That way, we can get all of their information at once.
You can do a number of things to minimize pressure and make it easier to apply, beginning with removing the need for a cover letter. Furthermore, a skills test may be used as the first step in the application process to remove the need for a resume. We intend to retain this as one of our recruiting best practices in 2021 and beyond.
Don’t keep Rejection Pending
This is probably the simplest (and probably the most effective!) of all the recruitment best practices to introduce. Nobody enjoys the sensation of being led on. The fact that you have a large number of candidates does not give you the right to keep them waiting for a response. The issue is that if 1,000 people apply for an open position and 980 of them aren’t a good match, you can’t send out that many rejection letters in a short period of time.
You may use an applicant tracking system (ATS), but keep in mind that these programs have flaws of their own, such as evaluating applications based on the keywords applicants use in their resumes.
Although these are difficult times for all, that does not mean that recruiting will be halted until the pandemic is completely contained. You’ll be able to find great candidates considering the vast number of candidates going through the pipeline if you follow these recruiting best practices.