Employee recruiting has changed completely since the COVID-19 pandemic. It started with interviews and meetings being conducted virtually via Zoom or Teams. Even plant tours were facilitated through platforms like FaceTime. This change made it challenging to reach candidates through their workplaces, as office calls were not always forwarded to the home.

Traditional recruitment channels like LinkedIn or online job boards saw decreased activity from candidates. Professionals did not actively follow these platforms as they had been in the past. Some users of these platforms have been difficult to deal with as well. In some cases, individuals set up interviews via phone, screen or face-to-face, but they fail to show up. Not serious candidates resubmit their resumes by changing their first name and their most recent job experience. By participating in the recruitment process, however poorly, candidates might simply be fulfilling a requirement for continued unemployment benefits. However, ghosting employers certainly leaves a lasting negative impression. These are just a few pain points of the recruitment process that seems like a waste of time and resources.

How does a company attract a good fit?

 

From a company’s perspective, candidates are increasingly seeking remote work accommodations or at least a hybrid arrangement. Many companies have revised policies, transitioning from a strict requirement of daily in-office work to allow for several days of remote work and only a limited number of days in the office. Businesses must strike the right balance for all employees, considering that certain roles can effectively be performed from a remote location while others cannot. Embracing remote work has changed the working environment, and like any time of change, it also brings about new challenges. Working with each employee individually to better understand their needs lays the foundation for a home/work life balance.

Compensation
Companies are starting to shift their focus towards providing more personalized compensation packages, rather than just offering a one-size-fits-all approach. This means that employees will have more flexibility in how they are compensated, whether that means extra time off, stock options, or additional benefits. What could that look like?

Compensation can encompass any of the following:

• Four-day work week with full-time pay
• Offering remote and hybrid work
• Varied arrival and departure times (or if remote, “log-on” and “log-off” times)
• Ability to choose work shifts
• Opportunities for career breaks without losing seniority
• Unlimited vacation time

 

Culture
Even post-pandemic, mental health supports remain as important as ever. And many employers are planning to make these programs even more holistic to better meet employee mental, physical and financial wellbeing needs. Here are some supports employers are introducing in the workplace:

• No meeting days where all employees can focus on work without needing to attend a meeting.
• Flexible health and wellness stipends where employees can choose what matters to them whether that’s therapy sessions, gym membership, meditation app etc.
• Employee assistance program expansion to address wellbeing challenges.

 

Creative Benefits
There’s no doubt that employees value a salary increase but there are also some creative and impressive benefits and perks that can boost morale and help employees feel more aligned with their work to produce better a better product or service.

Some examples of this include:

• Paid time off on birthdays
• Student loan pay downs
• Professional development funding
• Providing lunch or snacks on-site
• Employee discounts and rewards
• Profit sharing
• Crumbl Cookie Monday’s

 

By offering the right mix of compensation, benefits and wellbeing workplace, HR and employers can help keep their best people around and attract more new top talent to their teams.