What we learned from 2020
Top tech companies like Google, Facebook, and Uber decided a couple of months into the pandemic that they wouldn’t move to bring employees back into offices until late summer of 2021. Other companies, including Twitter, have said they’d allow employees who wanted to work from home to continue to do so indefinitely.
Like most functions that can take place virtually, the hiring process has moved almost entirely online. These high-tech processes had already begun making a transition to the online space before Covid struck. As we saw in 2020, however, the pandemic rapidly escalated this process.
Accelerated adoption of digital recruitment technology in 2021
Recruitment teams have abandoned in-person interviews, contract signing, and onboarding in favor of handling them exclusively online. In fact, within the early days of the pandemic, video interviewing spiked dramatically, increasing by 524% in a few short weeks. By accelerating the move to complete the entire hiring process remotely, businesses stand to save time and money over traditional in-person methods.
Virtual job fairs also quickly replaced offline job fairs as companies work to recruit new hires more efficiently. Old habits die hard, and there is still some lingering hesitation at removing the opportunity to build a relationship in person, but many recruiters believe that virtual job fairs are worth the time and effort to coordinate.
Even if you don’t plan to hire immediately, online job fairs are a great way to sift through a pool of candidates and take note of those you might like to keep an eye on.
Most interviewees, too, appreciate the opportunity to meet with several employers in a relatively short space of time without the angst and hassle of in-person events. The return on time and investment will continue to make virtual job fairs attractive for recruiters and recruits.
How can you make the shift to digital recruitment technologies?
The simplest way to determine whether moving your hiring process online makes sense is by calculating how much it costs your firm to hire a new recruit. Then figure out if that justifies the costs of moving those services online. To do this, you’ll need to:
- Evaluate each step of your recruitment process. Break down how much manpower is dedicated to each hire at every stage and assign a figure to it.
- From there, evaluate new digital recruitment technology that can help you streamline these recruitment processes and bring them fully online. Prioritize moving the tasks that cost you the most time and human resources online to see how much you’ll save.
- You may need to try out a few different products to find what you’re looking for, but most SaaS companies will offer free trials to test out their services.
- Once you’ve settled on which tools work best for your firm, make a plan to fully integrate the new recruitment technology and migrate your recruitment process online.