Over the last year, the pandemic has uniquely changed the way that many of us work, and one of the recurring themes we hear from business owners and company leadership is the challenges of hiring in today’s work environment.
Now more than ever, working with an external recruitment service is critical for companies looking to fill positions. Professional recruiters can help close the gap between the jobs available and the types of jobs people are looking for. A recruiter does this by understanding the labor market, the priorities of job seekers, and knowing how to make the connections needed to match the right candidates to the right positions.
Remote/Hybrid Work Shift
With so many professionals working from home during the pandemic, many in the work force have reassessed their work-life balance. The remote-work experience has increased the attachment to home and family and decreased those connections to workplaces and colleagues.
Where possible, companies should consider hybrid and remote opportunities to attract more applicants. Workers may consider moving to a new company, but only if remote work is a part of that equation.
Digital Transformation
The pandemic has forced a massive transformation to using digital tools for hiring.  Digital tools help to cast a wide net and help to filter through the applications resulting in that wider search.
Virtual interviews have become a mainstay. Communicating with ease through a screen and being able to easily navigate through the video platforms and technology are skills in high demand. These skills are immediately demonstrated through virtual interviews.
Pre-Hiring Assessments
Pre-hiring assessments help recruiters to assess candidates’ competency and skill level. These assessments are a valuable tool for understanding candidates’ work and communication styles, and they provide another layer of information to ensure a good fit.
This is especially helpful to quickly integrate the chosen candidate into their new team.
Personal Connections
There is no denying that technology provides valuable tools for outreach and applicant processing, but employers should make it a priority to make sure those processes don’t become an impersonal chain of events to selection.
From the candidate’s perspective, so much of the process is digital, from the application, to the assessments and through the virtual interviews. In 2021, the applicant doesn’t always get the personal interaction they need to start a relationship with the hiring company’s representative.
Bridging the personal connection gap begins during the selection process. Good recruiters understand that they are representatives of the company and strive to make the right connections for the top candidates.
Working With Recruiting Professionals at Excelerant
Excelerant recruiters take advantage of a network of top-tier digital channels to distribute job openings to the right audiences.
Excelerant recruiters take a multi-faceted approach to candidate selection, including the use of structured interviews, and competency assessments that have a proven history of high reliability and are good predictors of job and cultural fit.
Excelerant recruiters go above and beyond by providing personal attention and having authentic conversations throughout the selection process. This strengthens the connection of the candidate to the company and position by giving them the information that they need, when they need it, to make the big decision to join a new company.
To learn more about how partnering with Excelerant will make the difference in hiring, give us a call.
Jennifer Adcock, MS, SPHR, SHRMP-SCP, CSP, sHRBP – Jennifer applies her expertise in strategic human resources and leadership training to support her clients in the development of their organizational infrastructure and their people. She works together with clients to create, deliver, and implement a plan of action that supports the company’s present and future goals. As a strategist, Jennifer collaborates with business leaders and executives to create and implement plans of action with regard to training, employee retention, policies & procedures, performance management systems, and employee development plans.