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Two opportunities for recruitment and selection during the Corona crisis

The Corona crisis causes a lot of inconvenience, perhaps many concerns. But it also offers new insights and opportunities. Less traffic (the Dutch Railway Corporation NS reports 85% fewer travelers), less activity and cleaner air, for example. In this blog I give you two concrete opportunities that can be realized quickly.

Corona puts us in a vacuum

The Corona crises will be temporary, see also Professor Arnoud Boot in Buitenhof (from 1:50 min – Dutch only). That means that we are now in a sort of vacuum period. And we can take action that will allow us to take maximum advantage of the recurring economic growth (when cannot be predicted now). I have listed 2 opportunities that can ensure a better influx of talent and innovation in the recruitment and selection process.

“During the summer holidays, more than 1/3 of the latent seekers think about their current job and the desired career.”

1. Opportunity for recruitment: building relationships with latent jobseekers

There are opportunities here in the field of recruitment and selection. In the coming weeks, many professionals (fix and flex) will be glued to their home workplace. By working from home, many professionals step out of the daily hectic and more space is created for evaluation, self-reflection and the development of other thoughts about, for example, work. Matters that were not prioritized a week ago (due to the hectic pace) can now be seriously considered in the coming days and weeks.

Now is the time for recruiters to present relevant propositions to latent seekers.

2. Opportunity for selection: try out alternatives for the interview

Currently, people try to avoid f2f contacts as much as possible. Moreover, people work at home, happen to have a cold, are abroad and cannot come back, etc. Application interviews are difficult to organize. What alternatives are there? I will name a few:

The online pre-assessment: a short online test that measures an essential characteristic and generates an educational experience for the applicant. It provides a clear go / no go decision. Cheap, clear and reduces the number of f2f contacts.

The online assessment: provides more and broader information about intellect, personality, and motivations. And the related behavioral competences. Perfect preparation for an (online) interview. Without personal contact, you will receive information that an interview will never yield. Usually cheaper than the interview itself.

Video: Have conversations with video. Numerous platforms are available for this, such as Zoom, Hangouts, Skype or Webex from Cisco. During the video call, the results of an online assessment can be discussed.

Video interview

And after that? Do you have f2f contact? Of course. At the end of the procedure, collaboration remains human work. By then you have avoided personal contact with all dropouts. And you can give all the attention to the talent you would like to hire.

It has been known for some time that especially unstructured interviews hardly provide reliable information which could predict someone’s performance. Now that f2f contacts are less popular, it is the right time to try something different!

“The application process is, in fact, a cycle in which you collect as much evidence as possible whether someone will be successful. That goes beyond an impression. ”

Time to try something different for recruitment and selection

Are you less busy than usual? Think out-of-the-box, act differently. Innovate and deploy small pilots to improve recruitment and selection. And especially if you want to recruit talented medior and senior professionals, now is the time to take action.

Verandering competenties ENG 2019 08 22 C

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