How is the recruitment changing?

How Covid-19 changed the recruiting process

The Covid-19 pandemic has forced people all over the world to do it to rethink everyday life, from work to school to entertainment. It has been necessary to digitally transform the places where we work and learn so that we can work effectively. An unexpected consequence of the corona crisis is that it has driven the digital transformation of many companies and thus paved the way for more flexibility in everyday work has freed. It has been proven that those companies that use new technologies well and smartly can be one step ahead of their competition, as they are able to guarantee continuity and have a high level of adaptability.

Influence on our working world

The corona crisis has had a major impact on the world of work, among other things. Working from the home office has become our new normal almost overnight. According to the Randstad Ifo personnel manager survey for the second quarter of 2020, the proportion of companies that responded during the corona pandemic increased Home office offered have on 61 percent.

Before the outbreak, an average of only 39 percent of employees worked from home at times.

Some companies announced weeks ago that they would continue to work remotely until 2021. Working together virtually and developing new virtual business processes has long since made its way into our new professional life. This also affects the recruiting process for new companies Challenges but also opportunities face.

The impact on the recruiting sector

Due to the pandemic, some companies had to do one Imposing a hiring freeze or Postpone job interviews. However, many companies continue to recruit in order to maintain and expand the company processes as well as possible. Finding motivated and suitable staff plays an essential role here.

Before Covid-19, the recruitment process took place mainly on the basis of email communication and personal conversations with the applicants.

Many processes in personnel selection were in the early stages of digitization and the focus on user experience was in its infancy. However, here too - as in other business processes, the search and selection of personnel now mostly takes place virtually and paves the way for new digital HR solutions such as, for example On-demand video recruiting tools.

Benefits of online video recruiting

The fact that job interviews can be carried out conveniently digitally is nothing new. However, while meeting tools such as Teams, Zoom or Sykpe are helpful to avoid social "face-to-face" contacts and still get a picture of the applicant On-demand video recruiting tools a much wider range of business benefits.

On-demand virtual video application tools offer a high level of flexibility and efficiency for both recruiters and applicants. For example, they enable applicants to temporal and spatial flexibility to answer interview questions. Recruiters can then see the answers at a time that is convenient for them. Compared to conventional “telephone interviews”, this type of interview saves time and requires less planning, so applicants with children can also answer questions flexibly in terms of time. In addition, these tools are designed to provide applicants with a pleasant user experience and to make the selection process run as smoothly as possible.

EXTRA: Job search: Digital application is more than a résumé with a video clip

Another new door has opened for recruiters and companies. Companies can profile better as an employer and potential new employees show that they react flexibly and directly to changes. By adapting new tools and digital solutions, companies can address a younger target group more easily and more organically and convince them of themselves as an employer brand.

With the help of a more open company presentation, it is also possible to communicate company values ​​specifically for target groups and thus to capture the cultural fit and personality of the applicants.

The Covid-19 pandemic has forced many parts of working life to rethink, including the recruiting process for companies. While on-demand video recruiting tools have not been an invention of the last few months, the pandemic has given them new meaning and in times like these, they can be a company Competitive advantage in the search for suitable talent Offer. The pandemic digitized many important structures and processes that were long overdue for some companies and brought about lasting changes. In addition to partially working in the home office, this also includes the use of video recruiting solutions.

Stéphane Brunner, a graduate of the engineering school ISEN and the Wilhelm University of Münster, began his career in Germany at the Vision Consulting Group as a consultant in IT project management. In 2012 he moved to IBM Switzerland, where he worked as a key account manager in the IT Resourcing division before being appointed manager for the DACH region. In 2016 he moved to Indeed, where he supported the company in starting its business in the DACH region. In 2019 he then moved to CleverConnect as Head of International Sales.