The New Talent Reality
What is the New Talent Reality?
Key insights from our experts Eugene Goh, Dr. Fermin Diez, and Su-Yen Wong, collected from our Webinar hosted in collaboration with The Advisors Collective, 02.06.20.
Shifting Paradigms in Recruitment and Motivation
How much of the adjustments we have currently made to the way we work will stick post Covid-19, and how should we manage our talent in the future? What does the New Talent Reality look like? While some people have slowly been allowed to head back to the office, most employees will be required to continue working from home as much as possible. Here are the questions we asked our experts:
- How to hire effectively without ever meeting candidates
- How to leverage the pandemic to re-invent recruitment
- How to manage a workforce that is both remote and in the office
- How to appraise performance for a split workforce
The New Talent Reality is an opportunity. It is an opportunity for us to change some of the long standing, outdated practices that are no longer relevant. It is a chance to be inspired. We have been given the opportunity to review some of our traditional recruiting practices, and because of the pandemic, we have been forced to identify steps that we can and will change in the future.
We expect a lot to change. The recruitment steps (Defining, Targeting, Sourcing, Screening, Interviewing, Hiring talent), might not necessarily change that much, yet, how we approach and complete each step will. Therefore, how we conceive the steps, and our internal processes planning for each of the steps will ultimately also change. And it should change.
What can YOU do?
Perhaps you need to reconsider what you are looking for in a candidate. Perhaps the person you envisioned as the perfect, high performing fit for your company pre-pandemic now needs to exhibit additional qualities. Should they be more motivated for independent work, instead of working in teams?
Take a step back and consider changes to a candidates’ personal aptitudes and personal profile.
Applicant Tracking Systems
Adopt proper HR screening technologies, such as Applicant Tracking Systems, to improve the hiring process. You might have already done so, but ensure that the software you employ is routinely used in the hiring process – make sure you leverage the entire potential to achieve ultimate value and success from every step of the recruitment process.
Conducting a virtual interview is a lot more demanding than a physical interview. Structure the process, be prepared and consider each possible scenario. Make sure that you and your team have agreed on the interview process, and what you want from the interview. Also important, check that all systems are ready-to-go before the interview begins. Glitches are to be expected, but discovering that mic’s don’t work is unfortunate during a first time interview.
Get the onboarding process right! Make an effort to understand each of your employees and their current working from home situations, and make an effort to understand how they work in the designated team.
Plan to introduce every new hire to each of the team members, and make sure that each new hire is comfortable in their new working ‘environment’.
Reconsider the use of KPIs
Re-evaluate the KPIs you have for your employees, and how KPIs are set up. During a working from home situation, it might be smart to consider changing individual KPIs to team KPIs. Achieving KPIs together in a team can create an interconnectedness between colleagues, that can increase productivity.
Continue to offer team training
Currently, employees are starving for training. While working from home, there is an additional desire to learn. By using video conferencing software, you can either set up your own training sessions, where either a staff member volunteers to share their knowledge on a certain topic, or you can hire an external trainer to complete a training session. You can also invest in whole online team courses through third party platforms, such as Coursera.
Don’t forget the social element
How are you going to create opportunities for your new hires to bond and build relationships online? Continuing to build and develop strong social relationships between your employees remain crucial to managing any split team. Any good hiring manager worth their salt would say the same! Keep your staff socially engaged through planned virtual activities, such as training, lunches or after work quizzes.
So, are you ready to transition into the new contactless talent reality?
Only 21% of the participants attending our webinar felt that their organisations were fully ready to support working from home.
Only 27% felt confident that their companies had taken steps to ensure a smooth transition to contactless hiring.
What is your company status? TalentKraft can help you get up to scrap!
Contact us today, and we will give you the information you need to create a healthy and thriving contactless organisation.
Watch the entire webinar below!
Want to get insights on your team's culture?
Click on this button to find out how you can do that with TalentKraft’s TeamSight.
Getting WDG JR+ Right: Brian Ip on building performance management that scales with you
Getting WDG JR+ Right: Brian Ip on building performance management that scales with you As part of our new series, Getting WDG JR+ Right, we speak
Getting WDG JR+ Right: Yang Ming Ong on building restaurant operations that scale
Getting WDG JR+ Right: Yang Ming Ong on building restaurant operations that scale As part of our new series, Getting WDG JR+ Right, we speak
Getting WDG JR+ Right: Eugene Goh on the right way to approach workforce transformation
Getting WDG JR+ Right: Eugene Goh on the right way to approach workforce transformation As part of our new series, Getting WDG JR+ Right, we
Discovering ourselves as Gen Zs
Discovering ourselves as Gen Zs, we face unique challenges in aligning our careers with our passions. TalentKraft’s internship provided invaluable experiences, helping us define problems, explore options, and evaluate career paths. Through workshops, personality profiling, and real-world projects, we gained insights into various industries and honed our problem-solving skills. This journey has been crucial in shaping our professional growth and career decisions.
Top 3 HR challenges faced by non-profits and how to tackle them
According to LinkedIn, firms with poor employer brands could be paying as much as US$7.6 million. What exactly is an employer brand and what does it entail? And how can you improve your employer brand today to appeal to top talents?
5 ways to improve your employer brand
According to LinkedIn, firms with poor employer brands could be paying as much as US$7.6 million. What exactly is an employer brand and what does it entail? And how can you improve your employer brand today to appeal to top talents?
