In 2020, the world was brought to a standstill with the global pandemic COVID-19. The recruitment sector was no different. Every company has gone through its own personal journey, but we began to see trends emerging. One such theme is that many of the processes and practices that we were predicting down the line for five years have screamed into the present. Remote work, video interviewing, virtual onboarding all of these became commonplace on a scale that no one could have foretold. To put it another way, the future of work is now.

Here’s how the attraction of candidates has changed.

Make ready for a bigger pool of talents

 Attraction to the candidates is more critical than ever. Post-COVID, the pool of talent is considerably greater and full of immense potential. Recruiters previously had to adapt and refine their skills in order to pick out the best applicants. Now, it is more important than ever to find the ideal candidates in the midst of the vast number of job seekers.

Counter your preconceptions

In recruiting there has long been a preference for passive candidates. The notion that a person who looks actively is somehow not as strong or attractive a candidate is wrong! Take this bias aside and consider both passive and active candidates alike.

Automate wherever possible

The manual workload can also explode, with significantly larger volumes of traffic going through your hiring funnel. We will automate many of the time-consuming activities. Whether it’s letting candidates know they’ve been unsuccessful, online assessment, video interviews, or managing calendars, there’s tech to help. Consider your weak areas in many cases, we recommend looking at full talent acquisition suites to use one tool to handle all of your processes.

Simplify your process

If there is one thing we can guarantee with higher candidate numbers, it’s that any snags would be exacerbated in the recruiting process. Evaluate any potential bottlenecks beforehand, and always ask for feedback when you can. You can help keep your hiring process smooth and functional for both your business and your candidates by listening to the feedback.

Don’t forget the experience with the candidate!

With unemployment rates rising, you might be forgiven for thinking that this is now the market for an employer. This is not. The experience of the candidate is more important than ever, especially regarding your unsuccessful candidates. While you may be under pressure to fill the roles while sifting through hundreds of applications, forgetting your applicants’ experience is easier than ever before. You’ll have more unsuccessful applicants than ever before, so as they leave the process, it’s crucial that they still have a positive experience. Bad press from disgruntled past applicants may affect your ability to attract candidates to move forward.