Recruiting after a Pandemic won't be easy!
With the country entering recession, what challenges can we expect when recruiting after a pandemic?
Coronavirus has completely changed our working lives. With current news highlighting mass redundancies and recent unemployment surges, it is easy to think that recruiting will become a breeze in a post lockdown world. However, with this sudden change to the industry comes new challenges for both recruitment agencies and HR professionals. So, what exactly will be different and what new struggles will you face while recruiting that the pandemic bought our way?
It’s hard not to notice just how many talented people are losing their jobs right now, especially across the travel and hospitality sector. Interestingly those most at risk of losing their jobs are aged between 18-25 and are more likely to be on a lower salary. This calibre of candidate is also the most skilled with technology, can easily adapt and have plenty of talent to bring to your business which is worth remembering when you are recruiting. 
In a recent report produced by Firefish, a recruitment software company, their data shows that candidate applications per month actually haven’t returned yet to Pre-Covid levels, despite the country officially entering a recession. As job seekers get desperate in a job short market, expect to see a lot of irrelevant CV’s come your way!
Reluctance to travel
Following on from Boris Johnson’s call for the workforce to return to the office, “footfall was still down 73% in the middle of July compared to the same time last year” , with images of a deserted Waterloo station making headlines.
Being a small nation, it has always been easy to commute to work using public transport but a recent survey revealed 88% of commuters said they are uncomfortable using public transport.  For many, Public transport is off limits temporarily, especially with a cap on maximum capacity on buses.
That means your talent pool has shrunk to local residents and drivers for your open vacancies making recruiting more of a challenge. Depending on your company risk assessment too, you may not want potential future employees travelling in on public transport, but transport preferences isn’t always listed on the CV and you could waste a lot of time calling applicants to find out they can’t get to your office.
Being made redundant is a big enough challenge. Throw in high volume of job seekers all applying for jobs, the competition can be tough. Continuously applying with no feedback means a lot of talent gets overlooked and wasted. With so many choices why would you consider somebody that has a poorly laid out CV? For job seekers, finding a new job is stressful enough. Just think about all the steps a person has to take before accepting a new role.
Our experience has taught us that the best candidates are hidden under a wonky CV. Just because they were never taught the best practice on CV writing, does not mean they don’t have the skills for the job. The luxury of collaborating with a recruitment agency means they have the time to dedicate to job seekers, time that they deserve.
As a recruiter, empathy and a solid understanding of what’s driving the job seeker makes the candidate journey that little bit easier. If you understand what’s motivating candidates, then you can help them by providing the right guidance and support.
Agencies have the time to do this and educate job seekers, whereas HR professionals have a whole host of other tasks to manage resulting in talent getting overlooked. Without this support great potential is being missed, and disheartened individuals are settling for lower skilled jobs when they could be helping to boost your business. “57.8% of unemployed people said they’ve worried about not being able to find a new job, 23.1% have worried about finances and 5.4% have worried about their health.” 
With these new elements to consider when recruiting, HR managers will quickly get swamped when filtering through applications. It’s easy to assume because of mass redundancies that recruiting will become easier, however there’s a lot more to take into account and consider when screening applicants, as well as manage the volume increase.
Face to face interviews are now conducted virtually and in a brief time frame it’s hard to gage whether an applicant is the right employee for your business. By working alongside an agency, you’ll partner up with somebody that has the time to dedicate to candidate sourcing, so you don’t have to repeat or rush the process.