22 Jun
Building a self-sustained green Recruitment Pipeline

You can dream, create, design and build the most wonderful place in the world…but it requires people to make that dream a reality”
— Walt Disney

The one sight that is rather common these days is the sight of organizations finding it difficult to hire the right talent. The alarming rate of pandemic spread has caused all the normal means of operations to a near standstill. In fact, with the way things are going, it will be inevitable that in a few months down the line, certain changes would have to be made to the way companies hire and work altogether.

One of the challenges that was difficult to solve were the persisting issues with candidate selection and screening. With the pandemic dominating almost every part of the globe, this challenge is only going to get more exhausting! But, as they say, tough challenges force people to find new ways of going about things. In this blog, we will take a look at some of the strategies that can be used to head-hunt the right people and the correct means of building & sustaining a candidate pipeline.

  • Need to lean on a leaner HR process: Each company will have a different strategy when it comes to controlling their HR based functions. According to Lindsay who is the VP of HR resources at Envoy Global feels that the coming times will require a leaner and cleaner HR approach. The HR team will have to increase their bandwidth by designing new ways to track the performance and appraisals of each team member. It will also mean that most HR professionals will have to concentrate on the budget factor and hire only a limited number of employees who are multi-skilled. Technology will have to be strengthened for carrying out both the hiring and the co-ordination process seamlessly.

  • Remote Hiring and interviewing the digital way: With travel made inaccessible for some time to come, one sector that will have to be strengthened is the connectivity and interviewing techniques. In the era of Zoom and Skype, the HR team will have to be proficient in scheduling and arranging for online interviews. Virtual interviewing will be a new way forward for a long time. This also means that soon the question of a candidate relocating to a new city for a job will cease to exist. HR people can now be open to hiring people and get them to work from remote locations. This eventually means a trimmer package being offered as the person is not required to relocate and hence all extra costs incurred on boarding & lodging can be restricted.

  • Focus on capacity building: Before short listing a candidate it is important to have them take certain online tests to determine their skill sets. Based on their performance and evaluation on those parameters, the organization could proceed to design a new job description for them. One key change that the hiring team will go through is to look for multi-skilled people rather than going for people with specific domains and specialized areas of interest. With the sword of budget cuts hanging almost everywhere, now more than ever is the time to build a pool of people who can bring more to the table.

  • Safety Manual: Going forward safety is going to be the primary concern for all future team members. This is one of the main reasons why as the HR team you will have to take certain steps when it comes to highlighting the steps your organization is taking to ensure overall safety and hygiene. This step will also include additional literature from your end describing the measures & precautions that the organization is taking to create a safe environment. Going forward the company SOPs will have to include all the guidelines keeping in mind the new normal way of living.

This pandemic has brought us all face to face with adversity and that has forced coping mechanisms and innovative ways to be implemented in a digital environment.

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