Covid-19: Recruitment pressure has never been higher

Generally, the recruitment is essential to support the growth of companies. The health crisis has completely overturned habits and standards in this area. What solutions are then available to organisations to combine health crises and/or other events with the recruitment of new talents?  How to enable digitalisation to become a major ally of the HR function?

The impacts of Covid-19 on recruitment on companies

The period of health crisis has divided companies into several groups in their recruitment strategies.

1. Companies that preferred to freeze hiring, often out of obligation. These include those who prefer to get through the crisis for good, then take stock of their situation before considering new recruitment.
2. Companies that have decided to continue the hiring process for certain priority positions while abandoning others.
3. Companies that have been able to continue all their recruitment by digitalizing all their processes, from CV selection to the final meeting and signing of the employment contract.

The companies that were able to continue recruiting already had the required digital tools before the crisis or were able to put them in place quickly during the crisis. Some companies have also been able to increase their digitalisation between the two lockdowns.

Digitalisation of the recruitment process: An urgent necessity

The recruitment process includes several key steps such as Job Definition, Sourcing, Evaluation and Selection, Application Submission, Hiring Decision and Integration / Onboarding into the company.

In addition to these steps, there is also the processing of unsuccessful applications with the sending of personalized messages. This type of manual process can quickly become very repetitive, laborious and time-consuming. It is not always automated and involves different employees (Finance function, Human Resources, etc.) making the process even more complex. This process can be easily optimized and automated in the HR function.

Best practices for optimizing recruitment

Optimization of the recruitment process by the digital has become a priority for companies seeking speed, efficiency and productivity.

Using an ATS (Applicant Tracking System) solution enables the entire recruitment process to be optimized, from the receipt of CVs to final selection, and reduces recruitment errors by better “matching” target candidates with the profile sought.

Based on artificial intelligence, the ATS allows you to…

• Distribute job offers on the company’s career site or on dedicated platforms and/or social networks.
• Collect the CVs of candidates, via the various channels.
• To centralize, sort and qualify profiles by position
• Inform each employee about the follow-up of a candidate

This tool also offers CV Parsing (CV analysis), a semantic search engine, candidate comparison and non-technical skills analysis. It usually includes a series of tests (languages, personalities) to determine different Softskills and Hardskills of a candidate.

Five reasons to digitalize recruitment:

• Improved and more attractive candidate experience
• Saving time for HR teams
• Attracting the right candidates
• Strengthening the employer brand
• Improving ROI (Return on Investment) recruitment

Talentia supports you in the digitalisation of your HR processes

Talentia HR Suite supports mid-sized companies in the digitalisation of their HR function through two fundamental principles:-

• Automation to reduce repetitive and tedious tasks.
• Optimization of HR processes to allow HR teams to focus more on supporting Human Capital.

Today, 65% of the companies we surveyed express difficulties in recruiting. There is a growing mismatch between job offers and demand. Companies find themselves strongly impacted on their capacity for development because they are unable to recruit the right people both from a volumetric point of view but also in terms of the candidate’s profile.

Due to a lack of candidates and tools, companies tend to make mistakes when recruiting. This can be for several reasons and at a significant cost. Currently, 13.7% of departures in organisations are due to high turnover and in 20% of cases, to the termination of permanent contracts.