Has your organisation put recruitment on hold?
According to a recent CIPD report on embedding post-pandemic ways of working, 44% of the organisations surveyed are recruiting as usual. Meanwhile, 19% have either increased, or are planning to increase, their recruitment activity.
These figures point to the fact that, Covid or no Covid, postponing recruitment plans isn't an option for every organisation. For some, the pandemic may even have fuelled a need to replace and upscale their workforce.
Yet with severely limited social interaction, and with the vast majority of office-based staff now working from home, there are several barriers to effective recruitment.
For example, it could be many months before a new joiner is able to take a tour of your office, or meet the rest of the team in person. How can you ensure they feel like a valued part of your organisation, if right from their first day, they are working from home?
Here are some suggestions on how to adjust your recruitment process, so your organisation can attract, engage, and onboard the right people during the pandemic.
Associate HR Consultant (part-time 16hrs, 3 days/week)
Location: Prestwood, Buckinghamshire HP16 with occasional travel to clients' sites.
We're a growing HR consultancy working with clients in France and the UK mainly in high growth and/or SME environments. We're looking for a professional Associate HR Consultant to support our clients primarily on employment law matters, HR documentation and generalist HR advice. Our team currently consists of a Principal Consultant and of another HR Consultant specialising in specific industries. This new role is created to support the Principal Consultant in both client delivery work and business development activities.
With employment at an all-time high, companies are having to work harder than ever before to find and keep talented people. A structured approach to recruitment is fundamental to getting the right candidate in the right job at the right time.In a busy environment, however, managers are often so keen to get someone in post that they launch into the search without proper preparation.
Rushing into the hiring process often results in both time and money being wasted. Managers are flooded with inappropriate CVs, spend hours interviewing unsuitable candidates and can end up appointing someone who isn’t a good fit and leaves within a few months.
So what are the key steps you need to take to streamline your recruitment and make sure you end up with the best person for the job?