23 de June de 2020
What is the most effective way to approach selection processes in times of lockdown? What factors should recruiters bear in mind? What about candidates? Since the lockdown was imposed, many companies have cancelled staff selection processes, while many others have adapted to continue their recruitment drives 100% virtually. This topic was discussed by the lecturer of the International Master in Human Resources at EAE Business School, , Mónica Sánchez,in an online conference in April.
“From one moment to the next, companies were suddenly forced to adapt to working from home, which transformed selection processes. How? The recruitment team had to adapt drastically to new technologies and begin implementing 100% digital methods”, explained the lecturer at the start of the conference.
Sánchez highlighted the importance of technology, emphasizing that, during lockdown, it not only helps to protect health, but it also generates may other economic benefits. Among other benefits, the lecturer mentioned the following positive aspects of adapting to new technologies:
As well as talent management, one of the most important functions of the human resources area is recruitment and selection. Therefore, it is essential that the HR maintains an active digital presence that enabled the company to position itself as a good destination for candidates look for a job.
“Creating communities of candidates and digital marketing applied to candidates are crucial for streamlining and optimizing selection processes”. Moreover, she explained that, under the exceptional conditions of the lockdown, the selection processes run by companies should follow a number of guidelines:
So, what about the candidates? For their part, candidates have to strengthen their value proposition and emphasize skills such as adaptability. Furthermore, she gave a set of recommendations to take into account:
“Previously, 74% of recruiters were developing mechanisms to find profiles efficiently online. Now, due to the lockdown, it is 100%”, explained Professor Sánchez. She added that this change makes digital competences and a command of new tools more essential now than ever before.
“The phases of the selection process are the same, what has changed are the tools”. The lecturer explained that Infojobs now gives users the option to record videos to explain or respond to any questions that companies may have. LinkedIn, meanwhile, has optimized the search for potential candidates based on references.
In terms of digital evaluation tools, Sánchez mentioned the following:
Lastly, the lecturer explained that, although these are complex times, now is the time to adapt and place the emphasis on both digital competences and soft skills to become increasingly competitive.