By Nicole Chin (BAC Apprentice)
The COVID-19 pandemic has posed an unprecedented challenge for us to rethink digital transformation in the new norm. Employers and jobseekers are facing challenges in the recruitment process. With online interviews being the new norm, employers have to resort to conducting virtual interviews with employees.
The first challenge an employer may encounter is logistic issues arising from using online software platforms. Poor internet quality may make an interview emotionally exhausting, and dealing with the dilemma of switching the camera on during Zoom interviews can be mentally draining, especially for introverts who have never done it before.
What next once a Zoom call is over? Will there be a follow up in-person interview?
These are uncertain answers! Online interviews are not ideal due to lack of presence. However, online interviews are quick, and will be saving you the cost of travel. Online interviews are good for high volume recruiting, but do take note, senior roles may require you to walk-in for a second interview, after the first online meet.
Video conferencing technology like Zoom and Microsoft Teams were initially meant to be collaboration tools. However, in the new norm it became particularly important mediums for job interviewing although the functionality needs to be improved. Recorded interviews can be reviewed by more team members according to their own schedule, or used for training purposes for new hiring managers and recruiters.
“Congratulations, welcome to our company. You have been shortlisted.”
Welcoming new hires on the first day of the job via Zoom, rather than a hearty welcome is a result of the pandemic, and one must be prepared to face the challenges of remote working – from the lack of office equipment/facilities to the disruption or lack of internet access.
For instance, Facebook decided to hold their Summer 2020 internship program virtually, and this impacted interns and organisation. At first glance, the exciting Facebook campus was partly why interns applied for that position. Posing different expectations, not only did the interns not meet their team leader in person, they were deprived of interaction.
“It is time for companies to start reskilling their workforces”
The Covid-19 crisis has posed a threat to many companies and their employees, changing the way of work overnight. Many organisations transitioned to fully remote work. To meet new challenges, companies should craft a talent strategy that develops employees’ critical digital and cognitive capabilities, their social and emotional skills, and their adaptability and resilience. Upskilling programs can be conducted online and this is another new challenge for employers.
Now is a time to focus on employee upskilling and reskilling. With the many uncertainties, it is best to start anticipating what may come and begin strategically planning the next move. Organisations need to understand the need for this, its importance, and how to work around it.
As employees continuously react to the market, and gain new required skills, they will adapt to the shift and bend with any changes in the job market.