Tanya Palitsina, Global Talent Acquisition Lead at Eko, envisions recruitment during and post-pandemic, and shares the positive outcomes companies can gain from this shift.
People are the essence of any company — the key behind its growth, success and overall journey. But as the world navigates the Covid-19 crisis, how are recruiters ensuring they continue to find the right candidates when face-to-face interviews are out of the question? On top of that, is now still a good time to hire?
We asked Tanya Palitsina, Global Talent Acquisition Lead at Eko, her thoughts about how Covid-19 has impacted the recruitment process, both from a candidate and recruiter’s perspective,
Since Eko has always worked with expatriates, our recruitment process has always been completely remote. We have an international team and encourage the creation of a multicultural environment. The only difference now, more than ever, is to build confidence and inspire trust in the company. In an uncertain global situation, the candidate needs to feel the company is reliable and stable. To do that, we prioritize explaining all the recruitment steps in advance and also include a clause in the job offer that explains the working conditions during and post-pandemic. With that, we give full transparency in our stability.
Simply that we can not control everything. The employment of expatriates involves visa processes and relocations meaning that we are facing various travel limitations depending on the candidate’s country. Another one is the onboarding process. Despite working remotely, candidates want to ensure they still have the same sense of belonging to a team as they may have while working in a physical workspace. We work closely with Eko’s People team to set up inclusive onboarding processes, ensure they are well integrated socially with colleagues, and support them through the whole process of working from home.
On one hand, we have more candidates who are now looking for new job opportunities, due to the closure of some companies affected by the pandemic. On the other hand, those who are currently employed and were previously considering changing their current job for better options changed their mind because they prefer stability in the current situation. This also depends on the profession. For example, working remotely is the norm for software engineers. Therefore, they look at the current
situation positively and as an opening to new opportunities. For other roles where remote working has never really been an option, the situation looks more uncertain and quite scary. For those reasons, recruitment is impacted differently during Covid-19, according to the industry or professions required.
I honestly don’t think there is a big difference in terms of qualities between remote and office employees if the company has prepared all the necessary infrastructure and environment for effective remote work. If a person is naturally result-oriented, they should be able to deliver expected performances in both cases, providing the company also proactively supports them with the right tools and environment to help them be engaged and productive.
In reality, not all companies have the ability to provide ideal remote work conditions for their workforce. For these particular cases, the main quality to look for would be work autonomy and the ability to work effectively and productively without supervision. There are also people who are very social workers and don’t appreciate working remotely for too long, who may not be suitable for such situations.
I can imagine a growth in the number of companies where remote work will be the norm in tomorrow’s world. Most companies that previously did not even consider the option of remote work may have been pushed to transition to it due to the situation, and will now better understand its benefits.
Yet, I do not think this change will apply to all. Remote work requires a company's readiness to approach management from a new perspective and not all employees would be willing to work remotely on a daily, long-term basis. Plus, personal lifestyles must also be considered. For example, parents could prefer to work from the office to avoid any interaction and disturbances at home.
Structural and process changes in organizations naturally affect the recruitment process. Recruiting remotely is the norm for many tech companies like ours, but other industries could see this as a real challenge. On a long-term perspective, companies will require more digital support and more automation processes will emerge.
Positive outcomes could be companies saving money on rentals or salaries and hiring employees who are willing to work remotely from anywhere in the world, lowering the cost of relocations. Companies and employees can both benefit from this creation of a different corporate environment with a focus on trust and employee’s engagement.
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