Coronavirus and recruitment: how to reconcile distancing and integration? – EconomyMorning



In the myriad of changes in the world of work brought about by the Covid-19 pandemic, the recruitment process is an issue that is seldom addressed. And yet, this health crisis has had a profound impact on the integration of new talents into companies. No matter what industry you work in, where your business is located, or how it is organized, normal hiring cycles will have been affected by the Covid-19 pandemic. During the lockdown, and even after it was lifted in some countries, companies faced a number of new recruitment challenges, including increasing their numbers in some high-demand sectors like IT, the need to recruit people without necessarily being able to meet them physically and a certain reluctance of the most qualified candidates to move in a complicated economic context. However, many companies are looking for new employees to defend themselves, prosper and stimulate the economy at the same time. The pandemic having forced employees to work from home, companies must recalibrate themselves and pivot their HR strategies towards a new mobile era. Business leaders are now faced with the unique challenge of recruiting, integrating and training a dispersed workforce remotely, on pain of being left behind. Implement the right solutions Because the remote working revolution has considerably broadened the pool of potential talents. Companies are no longer systematically tempted to recruit only within the radius of their usual metropolitan offices. They can now integrate people who are geographically distant or who do not have the capacity to travel (isolated populations or people with disabilities, for example). Having access to more talent can thus prove to be a considerable advantage, given the pressure on companies to balance both profitability and employee safety, while ensuring flawless service to their customers and prospects. Some companies point out that they have felt an improvement in the quality of their staff thanks to this access to a larger population. But the big challenge for business leaders is to integrate and effectively train remote employees. Integration into a new company is always complex and requires special attention, both for the employer and for the employee. Discover a new function, new ways of doing things, new personal and professional interactions, etc. are crucial phases to ensure the match between the new recruit and the teams in place. And it becomes even more of a challenge when people work remotely most of the time. This supposes having rethought the integration process with a mix combining technology and human relations. Many companies have taken the opportunity to test new devices such as gamification, for example, to replace face-to-face assessment centers or training via short videos, such as tutorials or interactive games. Putting in place and systematizing the “amazement report”, one month after taking office, also helps to enhance the new recruit and to make potential improvements within the company. Despite the fear of some business leaders to see a drop in production or attendance due to this remote integration, the data seems to point to a status quo, or even an improvement in productivity. By emphasizing the human aspect and implementing programs aimed at maintaining engagement and stimulating employee involvement, it will be possible to recruit, integrate and train new employees effectively, during this pandemic, and beyond.