Impact of Covid-19 Pandemic in the Recruitment Process

 

The COVID pandemic has a tremendous impact on the corporate sector and workers. COVID-19 has resulted in considerable changes in communication methods, work practices, travel habits, and other elements of daily life. It has also resulted in changes in fundamental beliefs and recruiting methods. It has compelled to adapt to and make concessions to the situation on all fronts (Vashistha, et al., 2021).

One of the challenges that Covid-19 presents to businesses is recruitment. Traditional firm tactics, such as posting job openings on multiple platforms, may result in unemployment and a lack of qualified employees for the company. Finding the best candidates for the firm to hire is a difficult task (Ahmad, 2022).  Due to the pandemic interruption, corporations are increasingly adopting technology-aided recruitment tactics and total that can be used remotely to ensure hiring as well as company continuity. Organizations frequently have data-driven and analysis-driven recruitment inputs that can be used to ensure qualified employees are available.

Recruitment and Covid 19 Pandemic

Recruitment refers to the process of hiring the best eligible and qualified candidate and integrating him or her into the organization. It is the process by which businesses find and recruit candidates to fill open positions. A company will engage in a number of recruitment activities in order to find candidates with the skill set required by the organization to achieve its objectives and goals. Inviting applications, understanding the requirements of open positions, encouraging applicants, screening and ultimately choosing the best prospects, placing the new hire, and integrating them into the company are all part of the recruitment process (Vashistha, et al., 2021).

Organizations should be able to understand and predict whether their workforce will be able to meet the demands on the quantity and quality of workers required to achieve organizational goals. It is also necessary to identify any gaps between the number of personnel required and those currently employed in order to fill these gaps.

Job Analysis: Analyzing the work done online is a simple substitute. A job analysis is the process of understanding and identifying the responsibilities, roles, and tasks associated with a specific chosen job within an organization. The use of online tools for conducting employment analysis surveys has changed significantly over the last few years, and most businesses now collect this information in this manner (Ahmad, 2022).

 Job Description: Job description management and other aspects of talent management have evolved as a result of technological advancements. HR departments frequently keep printed job descriptions on computers or corporate servers, either in cabinet filings or as word descriptions. Many businesses now offer cloud-based personnel management systems, which allow the human resources department to easily store and file HR data, collaborate with other departments, and access various files via the internet and any device (Vashistha, et al., 2021).

Job Specification: A job specification is a written document that lists all of the requirements for a job, such as educational requirements, skill sets required, years of experience, physical compatibility requirements, emotional stability requirements, and any other skills required to perform the chosen job. Businesses are looking for ways to remain productive in the face of significant obstacles as COVID-19 sweeps the nation and the world. Many businesses are finding it difficult to manage personnel policies, increase or decrease workforce, and maintain workloads in order to protect their employees, clients, and the general public (Ahmad, 2022).The outbreak has caused unexpected changes in the workforce. Remote employment has become the new standard for businesses that have access to the necessary social distance techniques (Vashistha, et al., 2021).

Olanka Travels Sri Lanka (Pvt) Ltd is one example from the tourism industry. Companies in Sri Lanka have been forced to close or downsize their workforces as a result of the lockdown and isolation restrictions. As a result, the company has delayed employing new personnel until the issue is over. Instead of employing because of the uncertain future, the corporation has frozen hiring. It was forced to lay off its employees. There have been significant reductions in working hours and widespread layoffs in every industry.

Employees are converting their living rooms into offices while juggling personal obligations and children. Recruiting methods have shifted overnight, and businesses must now make difficult decisions about how to respond to and survive this seismic shift. Software as a service provider, such as those found in the recruitment tools of a full, integrated talent management series and self-sustaining solutions, are now in the job description management business. Thanks to products like Halogen's Job Description Builder, recruitment and job description management processes can now be integrated with larger talent management initiatives. and authorized HR divisions of any type of business It aids in the management and validation of job descriptions for all interested parties, including employees, managers, recruiters, attorneys, allowance, and remuneration (Ahmad, 2022).

References

Ahmad, S., 2022. COVID-19: Impact on Recruitment Processes. Navigating the New Normal of Business With Enhanced Human Resource Management Strategies, pp. 191-211.

Vashistha, N., Goel, A. & Dhiman, A., 2021. A Study on the Impact of COVID-19 Pandemic in the Recruitment Process: With Special reference to IT companies of Noida Region. Turkish Online Journal of Qualitative Inquiry, 12(7), pp. 12024-12043.