Comment
By Sandra Innes
We recently hosted a fascinating panel discussion with speakers from a number of organisations discussing their approaches to hybrid hiring as we begin to see signs of increased optimism and confidence of a post-pandemic world.
Our panel spoke about hybrid hiring strategies related to balancing in-person and virtual hiring activities, blending internal talent attraction teams with expert outsourced resources and effectively workforce planning in such extraordinary times.
For some, the pandemic has accelerated their organisation’s growth strategies and driven significant hiring volume increases. For others, the pandemic has necessitated a deep dive into the most effective way of recruiting in a post-pandemic world.
READ MORE: Harnessing the power of your staff when hiring
All agreed that the journey towards greater use of technology in recruiting had been accelerated and that it had yielded positive outcomes. There is no going back, and a mix of technology-enabled in-person and virtual activities is here to stay. We also heard about the need to adapt hiring approaches and process relative to factors such as job category, early career versus experienced hires, and geography.
Workforce dynamics was discussed, and it was interesting to note a shift towards greater internal mobility through the pandemic. There was strong agreement on the need to continue to bring in external talent for a variety of reasons, including the need to drive forward on diversity & inclusion.
The need to scale and flex to meet unexpected demand is clearly an imperative, and the panel shared their views on how to build this into a delivery model. There were some valuable insights shared around partnering with recruitment process outsourcing providers, including how to determine what to outsource, how to select the right partner, and how to build out the business case.
READ MORE: Morality of D&I doesn't void bottom line benefits
Attracting talent continues to be a key theme for talent attraction leaders – our recent survey placed this number one in terms of challenges that leaders are facing. Our panel participants’ focus was firstly on determining which talent pools to target and secondly on how to accentuate a positive employer brand through the recruiting process. Organisations will need to sell and deliver a great work culture, remotely and virtually.
The after effects of Covid-19 will be with us for the foreseeable future and how your organisation adapts and shapes its talent attraction and recruitment strategies whilst delivering a first class candidate experience, will be an interesting journey to be a part of.
For candidates, your journey will be interesting too. How much will your experience shape your decision-making process when it comes to accepting your next role?
Sandra Innes is client relationship director with TMP UK
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