5 Tips to Revive your Recruitment Operations in 2021

No doubt, the pandemic and the ripple effect it had around the globe has been tough on the business world. Organizations are starting to rebuild after a year of record-breaking unemployment rates and major disruption.

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While finding qualified candidates and attracting (and retaining) top talent remains a priority across the board, there’s no doubt that it’s more challenging in today’s climate. main goal, it’s no doubt more challenging in 2021.

Recent statistics suggest that recruiters are working hard to adapt, with 84% integrating remote recruiting capabilities into their repertoire.

The workplace is changing. 2021 has ushered in a new era of hiring and recruiting. Going digital is more important than ever, especially given the number of organizations still working remotely. Recent statistics suggest that recruiters are working hard to adapt, with 84% integrating remote recruiting capabilities into their repertoire.


How can you revive your recruitment operations and compete to attract and retain top talent? These five tips are a solid starting point to help you become better equipped to find and hire the best candidates in 2021 and beyond.


Embrace Automation and AI


During the pandemic, many organizations and their recruitment teams turned to digital strategies, including AI and automation. That’s not only continuing in 2021, but it’s also likely to be the norm moving forward. If you haven’t already embraced going digital, now’s the time to start making the shift for the long-term.


An estimated 24% of organizations began using AI to aid their recruitment efforts in 2020. That number is on the rise as more businesses embrace the benefits of using automation and AI as part of their talent acquisition strategy. It saves time and increases hiring quality, all without costing the all-important human element that employees and prospective employees want. Allowing technology to handle repetitive tasks frees up the time of people on the recruitment team to focus on making connections with candidates. It also delivers actionable data that’s objective and free of any bias.


Turn to Social Sourcing to Find Outstanding Candidates


Given the high levels of unemployment, it’s unsurprising that many hiring managers are receiving a flood of applications and resumes from unqualified candidates after posting on traditional job boards and websites. In turning to social, recruiters can level a laser-focused search for new employees that meet their needs.


LinkedIn is king for social media recruiting with more than 706 million users, making it the largest business networking platform. Research shows that over 90% of recruiters use LinkedIn to search for prospects. Facebook and Instagram are also popular options. There are plenty of benefits of recruiting on social media, including the ability to reach passive job candidates.


When people aren't actively looking for a job, they still use social media platforms. If they see that an organization has a vacancy they're a good fit for, they might just apply. Even if they don't, this is a golden opportunity to start building relationships so that down the road when they’re looking for a new position, your organization will be in the running. In addition to connecting and engaging with prospects, social media recruiting allows you to expand your talent pool beyond just the resumes and applications being submitted.


Re-Evaluate the Skills You’re Looking For


Even before COVID, approximately 83% of recruiters struggled to find candidates that were suitable. Now, the workplace has changed. What you’re looking for in a candidate should shift along with it. The qualities that make an employee successful in the pre-pandemic workplace aren’t necessarily the same as the qualities that make him or her shine in today’s working environment. Hard skills and those that are specific to the job can be learned, some of the required soft skills are inherent in each candidate and a better indicator of how he or she will do.


For example, many experts contend that cognitive ability is a leading indicator that a candidate will thrive. This is the element that shows an aptitude for problem solving, critical thinking, innovation and creativity. As organizations enter their recovery from the effects of the pandemic, these qualities are more important than they've ever been.


Leveraging the power of digital hiring tools, including assessment tests and video interviews allows recruiters to better assess each candidate’s core skills and measure how they’ll fit within the culture and meet the organization’s needs. The most in-demand skills in today's employees include excellent communication, adaptability and the ability to use technology with ease.


Develop a Work Model that Works for Everyone


Just a year or two ago, remote work was a privilege granted to few. Today, it’s no longer a nice perk but a necessity. If it hasn't already, your organization needs to create flexible arrangements that meet employees' needs while keeping them safe. Many employees thrived while working remotely and want to continue doing so. Others are eager to get back to the office at least a day or two (or more) per week. Having a plan that includes flexibility will attract prospective new hires, many of whom are actively looking for positions that provide flexible accommodations. Having them in place demonstrates that your organization cares about its employees' health and speaks volumes about the company culture.


As a bonus, this kind of work model eliminates geographical barriers that might have hindered your recruitment options in the past. Instead, you can use data and analytics to tap into talent pools that best meet your needs.


Prioritize Diversity and Inclusion


Did you know that a diverse workforce performs about 25% better than average ones? Better yet, research suggests that prioritizing diversity and inclusion boosts employee engagement by up to 40%, which suggests that it can impact productivity and employee retention too.


Given the national conversation that's taking place surrounding inequality and racism, it makes sense to use 2021 as a springboard to evaluate your organization's efforts when it comes to diversity and inclusion. Your board, your leaders, your workforce — it should all reflect where you stand. This isn't diversity for diversity's sake, but a conscious effort to remove barriers that may unintentionally block diversity and inclusion while making an effort to build stronger alliances and be better advocates for underrepresented groups of people.






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