New-Age Recruitment Tools: How To Hire In The Post-Pandemic Era

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We have been living in coronavirus conditions for about two years. Covid has influenced all areas of our life: walking, going to the cinema and restaurants, meeting and traveling now has to be done in a new way. Of course, the pandemic has affected work as well. Let’s take a look at the tools you can use to recruit employees in the post-pandemic era.

Who are the companies looking for?

Recently, the requirements for employees by companies have changed a lot. There is no longer any need for sluggish, non-initiative workers seeking a window seat. Passive office plankton HRs are called passengers, that is, ballast, which unnecessarily consumes company resources. Instead of passengers, employers are now looking for talent, even inline positions. The middle ones in the new reality are hired only for routine operational work.

In the new reality, recruiters select high-potential employees, namely specialists who combine skills in several areas – ideally, those who are ready to combine three positions while paying a maximum of one and a half. However, even a multi-competent talent with experience in large well-known companies from various fields can be turned down if the projective questions reveal that the person does not develop the target meta-qualities for the business.

 

Where do companies look for employees?

 

1.  Professional marketplaces

The time when classic online recruitment (job search sites) had one competitor (newspapers) with vacancies is long gone. Today aggregators and applications appear on the market and professional marketplaces such as TalentVine, which help make the job search more innovative and more productive. Employers create career pages for mobile devices and offline points where job seekers can submit their profiles.

2.  Recruitment agencies

In addition, more and more often, employers turn to recruitment agencies for the following reasons:

Reduced costs. Contacting a recruiting agency is not a luxury but a way to save resources. The exact numbers are not easy to calculate, but Western sources say cost savings of 20-30% and assume an average recruiting cost of about $ 4,000 per employee. Plus, the right agency guarantees personnel for up to 2 years and replaces candidates who have not passed the trial period free of charge. All obligations are spelt out in the contract.

They are expanding coverage. The database of a good recruiting agency numbers from 100,000 resumes and is constantly updated. Effective search requires recourse to several sources, so recruiters use dozens of them – websites, social networks, professional communities, and so on. Again, TalentVine is a great platform to find and compare bids from the top specialist recruiters in Australia.

Increased efficiency. Internal HR knows the specifics of the organization. The external recruiter knows the real state of affairs. One gets paid for the process, the other for the result. In addition, verified recruiting agencies may include additional guarantees of the result in the contract. For example, the exact date of selection. It is also obligatory to replace an employee if he left the organization on a probationary period or turned out to be objectively ineffective.

3. PEO as a new recruiting tool

What is PEO? A Professional Employers Organization (PEO), sometimes referred to as a leasing company, is a staffing company contracted by smaller companies to perform certain administrative functions such as payroll, taxes, and employee benefits. Essentially, PEO becomes a co-employer, which allows it to bring together employees from multiple companies to offer those companies lower costs, less paperwork, payroll outsourcing, and greater efficiency, and a better retirement, healthcare, and workers. Compensation packages for their employees.

As a co-employer, PEO becomes a legal and tax employer for employees of all client companies. This allows PEO to negotiate broader and less expensive benefits, employee benefit rates, and insurance premiums while offering state-of-the-art administrative services. According to the National Association of Professional Employer Organizations (NAPEO), the average PEO client is a small business with 19 employees.

 

Many employees discovered the charms and quickly got used to working remotely. Many companies have appreciated the benefits of cooperating with marketplaces and have also taken a course towards simplification. The pandemic has affected companies. The hiring process still requires debugging and automation, but we already see many positive results.

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