Has Covid-19 changed the development of recruitment?
It definitely did! Not only because we saw a drop in the number of available jobs on the market, but also because both recruiters and candidates went through a massive change of mindset.
Recruiters are only looking for spot on candidates, who need little time to accommodate and, preferably, start performing from day 1. They know that, at this point, they have the upper game on the market, so they are trying to make the most of it.
On the other hand, we are now witnessing what is probably the most mature and responsible candidate market. They have become very flexible, more open than ever to professional reconversion, more reluctant to working abroad and the category of very young candidates (18-24 yo) apply more and are eager to start their careers earlier than before.
What are the top trends that will determine our profession in the short and medium term?
What we’ve seen in the past year is that recruiters are looking for a fast delivery of relevant candidates and candidates are looking for a place where they can find reliable employers. So, somehow, we need to consolidate this bridge between the two parts.
It is more important than ever to make things as easy for them as possible and to be just as flexible as they have become. Fast delivery, relevancy, transparency, strategic recruitment - these are the key trends for 2021.
What do recruiting leaders need to invest in to run a successful recruitment process?
It may be a delicate matter to talk about investment in this period, but yes, it is still important to keep a strong employer brand, because sooner rather than later the market will undergo a new twist and we will see again a chase for good candidates. Even more so as real talents are still very hard to find, maybe even harder than before, since fluctuation rate has dropped massively in the past 12 months. So in order to get the most relevant candidates, you need to still be relevant.
How can you keep your employer band without spending too much, though? Well, by communicating constantly with both your candidates and employees, by being transparent and showing that you are not taking too much advantage of the current market situation.
What business needs affect the recruitment profession the most today?
Obviously, the need to downsize. Whenever a recruiter comes across this decision, it is extremely hard to keep teams motivated, to keep within boundaries the internal employees turnover and to hire the best people for the job.
Will technology replace the work of recruiters? If so, in which areas?
It will complete the work of the recruiters and will help them deliver better and faster results. I am especially referring to the means of artificial intelligence, which have already found their way into the lives of recruiters. Everything related to the preselection of candidates, testing, first wave assessments can be left in the hands of AI, but all that goes beyond this point is still dependent on the human touch of real life recruiters.
What are the top 3 softwares that a recruiter should know today?
Every recruiter should be familiar with ATS / Jobboards, Candidate relationship Management (CRM) Software and Testing & Assessment Tools.
What were the biggest benefits that Covid-19 brought?
It has made everyone more flexible, both employers and candidates. Also, we are more resilient and responsive to fast changes. We have all learned to adapt faster and better, and I think this is the biggest win for us all.
Also, this period has shown us that sometimes we can do wonders with small budgets and that strategic creativity can be a life saver. Another big benefit is that teams have become more united and work towards fulfilling the same goal.
What pitfalls lie ahead for us that recruitment professionals should pay attention to?
One more pandemic wave with lockdown could have a huge impact on all our businesses. So we can hope for the best, but must be prepared for the worst. We should all have contingency plans and be quick on our feet, should another black wave hit us.
How can recruitment be a strategic partner for management today?
It already is and I think it has been for the past years. The top management knows the importance of having the best team there is and I think that the past year has shown that without the best people you cannot succeed during difficult times. It may seem easier today to recruit, but this is not necessarily true. More candidates, overall, on the market, does not necessarily mean more relevant candidates will apply for your jobs.
In those companies where the HR team has shown its strategic inputs and outputs, there is no doubt we are talking about strategic partners.
Do skills and culture really matter or does our profession still only work on a requisition basis?
Skills and culture are extremely important, not only for candidates, but also for employers. They are what makes the difference between what / who gets the job done and what / who gets the job done in an excellent way. Ignoring skills and culture in this time and age can be harmful in the long term to the employer brand, even though it may seem that, with a market full of available talent, we can postpone thinking about employer branding and culture.
If you could give just one piece of advice, what would it be for recruiters?
Be fast on your feet and adaptive. The past year has taught us that all plans and forecasts can be turned upside down in a matter of days or weeks. So, once again, hope for the best, but be prepared for the worst.
Personally, what was the hardest part of the past year and what was it that brought a positive surprise?
The beginning of the pandemic - especially March and April, when all we had ahead of us were uncertainties. We had to adapt in no time, not only me, but the entire team, and this took both effort, self motivation and not knowing how it will all end. Fortunately, 2020 ended up better than first expected, thanks to all the endeavours that the entire team put into our common goal.
Thank you for the answer to Bogdan Badea, the CEO of eJobs Romania!
