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With the coronavirus pandemic changing almost every aspect of life, job seekers now have to adapt to the new hiring processes of companies.
Going online in hiring has brought both benefits and challenges for employers and job seekers, hiring experts said.
Job seekers may face longer interview processes and more competition for positions as companies slow down hiring and more people are looking for work due to layoffs.
A survey by recruitment agency Randstad in June and July found that the hiring process took one to three months for about 40 percent of respondents, as companies receive more applications.
Ms Jaya Dass, Randstad Managing Director for Malaysia and Singapore, noted: “There are definitely fewer face-to-face interviews this year as many companies have taken strict measures to limit physical interactions.
“However, video interviews have their limitations. It is difficult to gauge a candidate’s personality and work style … Candidates will also have to make more moves to show that they are interested in the job, as it is he loses some energy and body language in video translation. “
He added that due to the lack of physical interaction, some employers also ask candidates to take a psychometric evaluation, a test of personality characteristics and cognitive abilities, to determine if they are suitable for the job and the company culture.
ManpowerGroup Singapore Country Manager Linda Teo said that in addition to these assessments, job applicants at some companies also have to go through more interviews with different people within the organization, as hiring managers want to gather more opinions sooner. to make a decision.
“These, in addition to tighter hiring budgets, have resulted in companies taking more time to make a decision as they want to make sure they hire the right talent. Some companies have also switched to online onboarding to reduce the need. of physical meetings, “she added.
He noted that in today’s market, there are more job seekers than available positions, as most companies have reduced recruitment activities.
Competition for jobs has intensified, with an average increase of about 15 percent in applications per position, he added.
LOST IN TRANSLATION
Video interviews have their limitations. It’s difficult to gauge a candidate’s personality and work style … Candidates will also have to make more moves to show they are interested in the job, as some of the energy and body language is lost in the translation of the video.
MS JAYA DASS, Randstad Managing Director for Malaysia and Singapore.
ADVICE FOR PEOPLE LOOKING FOR EMPLOYMENT
They should be familiar with the digital technology used in the hiring process and learn to capitalize on it to position themselves as candidates of choice … They should also learn best practices for video interviews to increase their chances of landing the job.
MS LINDA TEO, ManpowerGroup Country Manager Singapore.
Betul Genc, Country Manager for Adecco Singapore, said the hiring process has dragged on as companies are taking a conservative and cautious approach amid the economic downturn.
He added that the firm has seen a 10 percent increase in the number of job seekers for permanent positions in the first half of the year, compared to the same period last year.
This increase rose to 40 percent for temporary and contract roles.
FastJobs Singapore General Manager Lim Huishan noted that an advantage of virtual interviews is that they can be more convenient for both recruiters and job seekers.
But they can also face technical issues like connectivity, while those who are less tech-savvy or adapt to digital tools may risk being left behind.
Some employers still require a face-to-face interview at the next stage after video interviews, to make sure the person is the right person for the position, he noted.
In general, for outstanding interviews, experts said that candidates should show their flexibility and adaptability, in addition to talking about their previous jobs and experiences.
Ms. Dass said: “In addition to the ordinary accomplishments of a typical career, job applicants should talk about past experiences that demonstrate their lifelong learning attitude and agility to adapt to a new environment, or their ability to lead change. or overcome an unexpected and difficult situation. “
Ms Teo noted that job seekers also need to adapt to digital tools.
“They need to be familiar with the digital technology used in the hiring process and learn how to capitalize on it to position themselves as candidates of choice,” he said, how to take advantage of social media to promote themselves online, as well as connect with potential employers and recruiters.
“They should also learn the best practices for video interviews to increase their chances of getting the job. Most importantly, they should take the time to tailor their resumes to fit the position they are applying for, rather than using a resume. generic, “said additional.
Employers must also do their part, learning how to evaluate candidates without relying on physical signals or responses that are more apparent in person than by video or phone, Teo said.
Even human resources staff and team leaders have to adapt, especially if onboarding a new hire is done online, he added.
“While new hires may collaborate with their new teammates through video calls, it may take longer for them to build camaraderie in the workplace due to the lack of physical interactions.”
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