Why contactless recruitment is here to stay
Covid-19 has had a tumultuous impact of both individuals and businesses over the past year. In particular, the need to socially-distance has led us to change the way we interact with each other, both personally and professionally. Many workplaces have implemented remote working, helping to avoid physical contact altogether. For workplaces that cannot function without on-premise staff, new protocols have been implemented to reduce staff numbers and interactions.
These measures have had a significant impact on the hiring process- one that typically involves multiple interactions in close proximity. Although many companies froze hiring during lockdown, recruitment is now resuming as businesses position for the recovery. Contactless hiring will be a major component of this.
Covid has forced contactless hiring
Covid has accelerated digital migration and forced people to use online solutions because in many cases there has been no other choice. We’ve had to buy groceries online and use online shopping for other goods. We’ve relied on Netflix and Youtube and Zoom because we haven’t been able to go to the cinema or see friends.
In the business world we’ve relied on videconferencing, messaging and collaboration tools to run meetings and organise our work. Interestingly, migrating to digital platforms has made us more effective- we spend less time travelling and more time collaborating on work projects. Recruitment has also been impacted by Covid-induced digital migration- specifically the need for contactless hiring where candidates can be sourced, screened and hired without physical interaction.
Online recruitment has been around for a long time but many businesses had not yet adopted it, choosing instead to rely on referrals and walk ins. Thanks to Covid-driven digital migration, many businesses are now realising the benefits of online recruitment. Not only is it largely contactless and therefore reduces Covid risk, it is also significantly more effective and efficient than offline recruitment.
Contactless hiring has many benefits that will remain after Covid
Whilst offline recruitment involves manually screening candidates, lots of paperwork and long turnaround times, online recruitment offers a much larger candidate reach, less paperwork- because everything is done digitally, automated screening and even advanced features such as voice or video assessments. The result is access to more candidates, faster identification of suitable talent and much shorter timeframes. This in turn gives businesses the best candidates faster, enabling them to operate better.
Online sourcing is not a new thing, but many businesses- especially SMEs- have not historically used it. Now, more and more SMEs are sourcing online using a range of channels. These primarily include job portals, but social media platforms such as linkedin and facebook are also offering job posting features.
Online sourcing results in a much larger pool of candidates than referrals and walk-ins. Having a larger candidate pool can help you get better candidates.
With a larger candidate pool, screening becomes more important. Traditionally, screening involved manually reviewing CVs and sometimes calling candidates to confirm availability and qualifications. Nowadays there are online screening tools that can automatically pass or fail candidates based on criteria that you specify. Some job portals have screening functionality where you can set the criteria to pass. Giraffe’s screening goes even further- candidates have to take a voice test when they apply, enabling recruiters and employers to listen to how candidates sound without having to call them. These automated screening tools can help employers sift through applicants with ease and find the best ones quickly.
Before Covid, face to face interviews were common. Often multiple rounds of interviews were needed- especially for higher skill, higher salary roles. Now that social distancing is required, remote interviews are becoming more common. For high skilled roles, videoconferencing tools such as Zoom and Teams have enabled recruiters to interview candidates remotely whilst also getting a good feel for their personality and behaviour. It is now possible to conduct the entire interview process remotely and reach the point of offering a job without ever meeting the candidate in person. Online interviews are also much quicker to organise because travel is not required.
If a candidate passes the interview process, a key next step is to agree a salary and start date, and offer them a contract of employment. This often required a face to face meeting and exchange of physical paperwork. Post-Covid this is being done virtually. Contract signing software using Adobe or Docusign enables secure online signatures and the removal of the need for hard copy contracts.
After being forced to use contactless recruitment because they had no other choice, businesses are now finding that online methods are far more effective and efficient than offline methods. Online recruitment is here to stay- and businesses who go back to the old manual ways will do so at their peril.
Giraffe is a contactless hiring platform that automatically screens candidates so you don’t have to. Giraffe enables South African businesses to recruit medium-skilled staff faster and more affordably than any other recruitment method. Because Giraffe has automated the boring parts of the recruitment process– candidate sourcing and screening– business owners and recruiters can focus on more important tasks like interviewing the best candidates and managing retention. Simply post a job on Giraffe. Let Giraffe automatically screen candidates as they apply. Log in, see which candidates have passed your screening, listen to their voice notes and hire the best ones.