How to streamline your recruitment on the back of the corona

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How to streamline your recruitment on the back of the corona

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To dive into the benefits of getting started now – as well as provide inspiration on how to run a corona-safe process – we have gathered insights and lessons for you from two companies that have recruited throughout the corona crisis. In addition, our Head of Operations in Statum, Michael Dupont, comes up with our recommendations on how you can use these learnings in future recruitment to make it more agile.

Take advantage of the vacuum in the market and grab unique talents

Nothing is so wrong that it is not good for anything. You've probably heard it before. Unfortunately, the corona crisis has led many to unemployment. The positive thing about it is that right now there are a record number of talents who are looking for their next challenge – and a record number of companies are struggling to hire them. The company GoLearn, which specializes in online video courses, has experienced several positive effects of corona. Partly an increased customer influx, but also an opportunity to get hold of unique talents.

We have seen an opportunity as the crisis gives a little vacuum in the market when everyone else is waiting to hire, ”Says Rolf Pedersen, co-founder of Golearn. “When others hold back with the recruitment, then we can get some extra and stronger candidates because we are so few about the bid,

We in Statum can also sign this point. Until the corona, Danish unemployment was quite stable and low. There was therefore generally high competition to attract the best candidates. That's not the case right now. However, our market sentiment suggests that most companies will reopen their recruitment after the summer holidays. The vacuum in the market therefore does not last, and competition for talent will soon resume.

Another company that has also recruited through the crisis is the company Penneo. Penneo is a Danish digital signature provider that has not been particularly affected by the crisis. They are therefore following their growth plan and have just gone public: “It's about adjustment, and getting the best out of a bad situation.”Says Mikkel Clausen, Co-founder of Penneo.

Picture from Penneo's IPO on 2 June 2020

Learnings you can use in your recruitment

Both Penneo and GoLearn have adopted digital tools during the corona. They both expect to continue using them in their process, although they can now technically well go back to the process they had before the corona.

At GoLearn, they have become more efficient after being forced to recruit digitally. They quickly developed a process in which they replaced the physical job interviews with video interviews. Going forward, Rolf expects to run the initial conversations online and only take physical conversations with the end field.

Both Golearn and Penneo no longer run their recruitment 100% digitally, as it means a lot to them to be able to show the best candidates the office and colleagues so that the candidate can get an insight into the culture.

We are a people-first company, which means that culture and our employees are extremely important to us”Says Mikkel.

Mikkel from Penneo also sees opportunities for their experiences from the lockdown time to benefit them in the future. Because when Penneo recruits, they also try to find the balance between the physical and the digital. Like GoLearn, they start the process online, and as the field of applicants gets narrower, they invite to physical interviews.

The company has wind in its sails and we are growing in and outside DK. Our experience with digital recruitment processes and optimization of the master's experience will probably be enormously useful going forward says Mikkel from Penneo.


What parts of your process can you run digitally?

If you are used to a recruitment process with several physical conversations with the same candidate, then you definitely have the opportunity to replace the initial heavy processes with online meetings and thereby meet the candidates faster – which is to the benefit of all parties.

Then you can invite the most interesting to a physical meeting. As Rolf points out, it is about avoiding that you invite someone in for a job interview, where after a few minutes you can feel that it is a mismatch. This gut feeling he experiences that he can already get by an initial video call, and it is therefore something they will stick to going forward when recruiting.

Michael Dupont from Statum, completely agrees with the above considerations from Rolf and Mikkel. Michael explains that if you are considering running your recruitment process fully or partially digitally, then it can easily be done. It just requires keeping the target audience in mind.

It is very much about taking the target group as a starting point. If you are looking for a digital profile for a tech company, a digital recruitment process can have as much value or more than a physical process,Says Michael and continues: “Our experience is primarily with tech companies, and here a digital process can show tech-savvyness, and thus how comfortable a candidate is with the digital.

So when you need to assess the balance between the physical and the digital in your recruitment process, take as a starting point the target group and how much the digital takes up in the job to be performed.


Strive for a physical onboarding

For both Penneo and Golearn, it is not the recruitment process itself that has been the biggest challenge – but the onboarding under the corona. Both companies have tried remote onboarding via video conferencing and the like to give new employees a good start despite the circumstances.

However, there has been no doubt that it has not been the best experience for some parties to hire an employee who after one or two months had not met his colleagues face to face. The digital onboarding is therefore not something that they will make use of now that Denmark has gradually reopened.

In Statum we have the same recommendation: “In general, we recommend that new employees be physically onboarded. Adaptation, uncertainty and the like from the candidate you just discover better when you are in the office and can keep an eye on the new employee.Says Michael Dupont.



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