The current global coronavirus pandemic gave a big push to the work-from-home job force. However, long before COVID-19 became a health risk factor to all, more and more people have been opting to work from the comfort of their home to their tedious commute to work. The credit goes to ever-evolving technologies like Skype, Google Meet, Facetime, Slack, Zoom, authenticator apps, and cloud computing—not to mention regular texting applications like Whatsapp and email—it’s no longer absolutely necessary to be physically in an office full-time to be a productive member of the team. In fact, with the evolving technology, many types of work can be done just as effectively, if not more so, from the comfort of a home office.
COVID-19 has put a renewed focus on the significance of work from home. Be that as it may, regardless of whether the pandemic is the tipping point for remote work to become the new normal is yet to be clear.
Despite the fact that layoffs and cutbacks have been widespread all through the pandemic, the unemployment rate in the U.S. tumbled to 10.2% in July (from 11.1% in June)
When COVID-19 forced organizations everywhere throughout the world to send their employees home to work for all intents and purposes, remote work had a pivotal turning point.
Truly, the urgency to give employees access to all the tools they’d need to work from home somewhat, well, abrupt for some businesses. In any case, once everybody settled in, what immediately got evident to many office-based groups is that workers could be profitable and work centered even when not in the workplace—sometimes, significantly more so. Businesses everywhere started to comprehend that remote work truly works.
What will the eventual fate of remote work look like in a post-pandemic world? Will organizations return to “the same old thing” and necessitate that everybody work nearby, or is the pandemic the tipping point that at long last persuades businesses that flexible work is the best approach for the long stretch?
As engaging as working from home is to representatives, it wouldn’t be such a common trend if managers didn’t likewise gain some kind of profits by their side of the desk. Organizations with work-from-home strategies can support employee productivity, decrease turnover, and lower hierarchical expenses, as per recent research carried out at Harvard Business School. Working from home employees with extremely complex occupations who don’t need a ton of joint effort or social help can perform better than their office-based counterparts, as indicated by another research.
Also, in case of a natural or manmade disaster, a distributed workforce is in a superior situation to keep operations running, regardless of whether a portion of the group disconnected.
Here below we have discussed a few ways how you can improve your hiring work from home employees:
Social Media Hiring
Social media recruiting in simple words refers to the way toward selecting applicants through internet-based platforms, such as LinkedIn, Facebook, and Twitter, and different sites, including online discussion forums, job boards, blogs, and web journals.
Social media recruiting is also known as social media recruiting, social hiring and social recruitment.
While organizations have so far commonly utilized social media recruiting as an approach to expand increasingly outdated and traditional enrolling techniques, that may change as social selection keeps on picking up ubiquity. For instance, as indicated by one investigation, almost seventy-five percent of laborers between the ages of 18-34 secured their latest position by means of web-based life. In addition, about 90% of scouts report that they have recruited somebody off of LinkedIn.
Transparent hiring process
Given the present situation and how quick everything is changing, it’s basic to keep candidates educated about each progression of the recruitment procedure.
This can begin as early as the job vacancy post. Naturally, candidates are probably going to have a ton of inquiries at the beginning. You can assist them with finding prompt answers by adding some frequently asked questions to your site.
Albeit numerous organizations as of now have a FAQ area about their recruiting procedure, updating the same with some extra material mirroring your coronavirus strategy will go far in improving your candidates’ experience and comforting their anxiety.
In case you don’t have a committed and detailed FAQ segment, consider including a note or banner at the highest point of your professional job site to tell candidates your organization’s official policy and how it will influence them. Remember that you’ll likely need to refresh this data regularly as the circumstance unfurls. Another choice is to make a living archive, similar to a Google doc, and send candidates a link so they can see it for state-of-the-art data.
You ought to also send email updates to candidates who are already in the process to update them as often as possible about any changes in the process or their status.
Rely on technology
The recruitment procedure is by its tendency an extremely labor-intensive process. A few organizations invest a ton of energy manually screening and evaluating every single candidate to perceive how (if by any means) they fit into an advertised position. Besides, manually screening every candidate can prompt psychological or cognitive bias. In reality, as we know it where decent diversity in the tech business is an inarguable advantage, you need to evade biases and predisposition no matter what.
By utilizing the latest technology to automate the screening procedure, you’ll limit the number of pointless interviews you’ll have to have. For instance, utilizing an online assessment tool, you’ll have the option to reveal candidates and their coding aptitudes past their resume-creation abilities.
When you’ve discovered potential candidates, offer them an online coding test or psychometric test to understand their behavioral capabilities as well. HR managers and senior engineers spend (and squander) a ton of time making coding projects to test candidates’ aptitudes. By utilizing an online test, you’re ready to scrutinize the candidate’s aptitudes without presenting them to your code – or making the test yourself.
The recruitment industry has had the buzz about online assessments for a long time now, however, before we dive into the details explaining the hype around these tools let us first understand what is an online assessment test.
Online assessment tests are conducted via computers under a remotely proctored environment and have the advantage of being authenticated by Subject matter experts (SMEs). Online assessments bring inefficiency of the whole procedure along with immediate feedback. Online examinations are slowly replacing the traditional examination approach. A major highlight of using an online examination system is that it gives a high level of transparency as opposed to the traditional method. Most online exams generate their results instantly and it is often possible for the exam taker to get information on his results immediately.
Applicant Tracking System
ATS or an Applicant Tracking System is one of the most unparalleled inventions that has happened in the recruitment industry recently. ATS in simpler words is software that screens and parses dozens and even hundreds of resumes and applications. And it will definitely take your recruiting manager or hiring team hours and hours to manually screen through the resumes. An ATS uses various algorithms to generate the results in an automated way and helps in narrowing down the best fit for the job opening.
ATS or Applicant Tracking System basically helps in filtering and giving a structure to the recruitment process, this way it is easier for the recruiting manager to filter out the more suitable candidate from the ones who don’t. That means, invariably an ATS is triggered to screen an application based on how it is written and not on what the information is conveying. ATS is becoming one of the primary ways of how companies these days are recruiting their new employees as well as keeping the required onboarding information of all their current and former employees.