1.) Renting at home

As the COVID crisis continues, there is no longer a clear indication as to when the recovery will return. Like many other sectors, employers have returned to limited home-based security. And while there is some relief from this, it still presents many strategic challenges. Staying productive and connected is important for anyone in hiring. Therefore, the technical pivot was too big to close this gap. By meeting face to face at the table, smart tenants use software and tools. From video chat and online testing to intuitive ATS (Applicant Tracking System) and collaborative technologies such as HRMatrix Recruitment Bot, today's employers must rely on this in order to be successful.

2.) To maintain a good candidate experience

A good student experience is very important. Every employer knows this. But how can you guarantee one when everything is visible? According to LinkedIn, about 46% of recruitment experts believe that the outbreak has adversely affected the experience of candidates. Ironically, though, the best practices that existed before the plague are still valid! You just have to be more discriminating with the help you render toward other people. Now, more than ever, potential employees value clarity and reassurance. Make sure your access is fast and accurate. Give them all the information they need for interviews and tests. Have some ‘Plan Bs’ in case of technical problems. Be empathetic. Times are tough and moving jobs are intimidating even for top talent.

HRMatrix Recruitment Bot offers all these facilities and helps to catch the best talent for your organization.

3.) Diversity, equity and inclusion

Companies are starting to wake up to the issue of diversity and inclusion. There are waves of change but it needs to be bought from everyone. In a recent episode of the shortlist, Alison Daley, Founder and CEO of Recruiting Innovation, talked about how employers have the power to drive diversity through the hiring process on purpose. They can be the first telephone port to reduce homogenization. But it requires foresight, work and education. Whether the ignorant bias is getting into the test calls, job postings that are discriminatory or misunderstanding about how to hire differently, every hiring person can do a lot. Training can be a good place to start. SocialTalent provides a great catalog of content on good DEI practices so that your organization can be faster.

4.) Is the employer or employee market?

We rarely use clichés but everything has something 'never happened' yet. Often, when inflation strikes, the employer can be a strong arm in their strategies. With fewer jobs available, employers have more power when it comes to negotiation power. But there is something very different about playing now. According to HBR, both unemployment and job creation are increasing. As some companies recede faster than expected, vacancies rising from positions that could be considered dangerous in a precarious climate and the exit of people from heavily occupied areas, have made the water more watery. Some industries such as tourism and transportation have been hit hard, while others such as ecommerce and health care are booming. So how does the employer react to this flow? Yes, HBR thinks talent still has to fight for it.

Rate the way you look and look at COVID, HRMatrix Recruitment Bot helps to find the best people on board and can make recovery easier.