Virtual Hiring is on the Rise

According to 70% of LinkedIn survey participants, a hiring process that combines virtual and in-person
procedures will become more common as a result of the cost and time savings, just as a hybrid workforce
of onsite and remote employees will become more common.
Virtual recruitment has earned a place in practically every industry's ongoing talent acquisition efforts,
and employers will continue to utilise it alongside more conventional in-person recruiting and
interviewing whenever it's safe to meet with applicants face to face once again.
While the pandemic may have shown us how robust we can be while working remotely via Zoom
conference calls for lengthy periods of time, it is not sustainable. Humans are a social species that require
direct, in-person interaction and connection with one another in order to thrive.
Recruiters will play a larger Role in DE&I
According to experts, recruiters will continue to focus on diversity, equality, and inclusion (DE&I),
especially because more candidates will base their employment selections on a company's visible DE&I
commitment.
Hiring managers are not held accountable for interviewing a diverse pool of candidates, according to
almost half of talent professionals (47 percent) on LinkedIn.
More recruiters, according to some experts, will endeavour to eliminate arbitrary entry barriers such as
educational requirements from job qualifications, push for a diverse pipeline of applicants, and hold
hiring managers accountable for advancing those prospects through the recruiting process.
Internal hiring will be prioritised by companies
Internal mobility has grown by 20% since the commencement of COVID-19, according to LinkedIn
statistics. Instead of recruiting outside, some experts predict that companies would expand their
workforce through internal mobility programmes tied to reskilling efforts or employ contingent labour.
Others feel that companies will continue to move away from fixed roles and toward project-based, cross-
functional work that is driven by changing business demands.
Furthermore, 50% of respondents expect their recruitment budget to fall this year, while 66% expect their
learning and development (L&D) budget to rise or remain unchanged.
This will result in HR and L&D working together more closely than ever before to better analyse existing
skill sets, fix talent shortages, and establish more effective internal mobility initiatives.
Over the next 12-18 months, focusing on contingent employment is a better plan to guarantee they have
much more flexibility and the ability to swiftly shift their personnel up and down based on current
business demands.
Recruiters will diversify their skill sets
According to LinkedIn's poll, the most important talent for recruiters to embrace in 2021 is flexibility.
Recruiters are quickly developing expertise in areas like bringing clarity to talent data, modifying
company identity, and fine-tuning the virtual hiring process. Personal development was the fastest-
growing pivot for recruiters during the pandemic.
Talent advisory training, virtual interviewing, being productive while working remotely, virtual
onboarding, and internal mobility were among the hot themes discussed. Learning how to be better talent
consultants is always a popular topic among recruiters, but many more sought it out for the first time
when their hiring managers hurriedly contacted them with a tremendous demand for knowledge about the
changing labour market.
Increase in the number of ad hoc workers
According to Gartner, companies will continue to deploy contingent workers beyond COVID-19 to
preserve workforce flexibility, and they may consider implementing other job models witnessed during
the pandemic, such as talent pooling and 80 percent compensation for 80 percent labour.
The company's reputation will be vital when it comes to hiring
Candidates are more informed about current employment conditions than ever before, and how
businesses respond in these trying times will make a significant difference. During these moments, the
company serves as a social safety net, and how you manage your team during a crisis will influence
employee retention and future talent attraction.
Geographical limitations no longer exist in the talent pool.
As a result of COVID-19, many organisations have been compelled to shift some or all of their
operations online, indicating that geography isn't a limiting factor in many economic transactions,
including talent recruiting. Whereas in the past, businesses were limited in their search for the right
employee by geography or relocation budgets, today's enterprises have access to a far bigger talent pool.