Overcoming talent shortages, embracing digital transformation, and convincing employers to increase pay are just some of the day-to-day responsibilities European recruitment agencies assume.
It’s expected that 2020 will be an even more challenging year for staffing agencies as the world struggles to combat COVID-19. Europe, in particular, is making fantastic efforts to handle the second surge of coronavirus cases, which is deemed worse than the first. Regardless of the fear and uncertainty surrounding the latest health crisis, global economies are still holding strong. Somehow, nations have managed to protect people’s health and the economy, striking a much-needed balance.
We don’t know how society will look post-pandemic. Right now, everything functions normally ? we’re talking about the new normal, of course. The COVID-19 outbreak has had an unfortunate impact on the recruitment sector, with reductions in working hours and massive layoffs. It can be really hard to cope with the challenges that come along the way. The health crisis has revealed an entirely new slew of challenges facing staffing agencies in 2020. Here are the top issues that need to be addressed this year.
Lack of Social Interaction Adds to The Recruitment Difficulty
People can spread the virus without realising that they’re sick, which is why it’s important to stay 6 feet away from others, if possible. The lack of social interaction can make it hard to recruit talent. The human element is of paramount importance when it comes to recruitment because it provides the basis for a successful relationship, ensuring that the candidate’s needs are met and they acquire a role that they’re suited for. More often than not, communication can make the difference between whether or not a candidate accepts a job offer or declines it.
New technology is being developed to take on most human tasks, but they can’t replace human interactions. The recruitment sector can’t ditch humans just yet. The question now is: What can be done in the context of quarantines and lockdowns? Technology won’t replace us, but it can make our lives better. Since it’s not possible to meet candidates face-to-face, it’s recommended to digitise the recruitment process. Technology can be deployed to improve communication, so there’s no need to meet people physically. Interviews, for instance, can be conducted online with top-performing candidates.
Facebook, Twitter, and Instagram can be good mediums for disseminating information about job vacancies and holding conversations. Messages can be used for communication and collaboration. Sourcing for candidates via social networking platforms is cost-effective as opposed to standard methods of recruitment, such as local paper advertisements. What is more, staffing agencies have the chance to filter candidates and determine who would be a good fit based on subjective factors, not necessarily professional experience. They can share videos that draw attention to organisational culture. Social recruitment is just as effective as the European job mobility portal.
Supporting A Better Work-Life Balance for Employees
There have been many talks about work-life balance, which doesn’t come as a surprise since we live in a world based on the foundation of productivity. Recruitment agencies haven’t had a choice but to implement remote working to eliminate the hassles associated with traveling and, needless to say, address COVID-19 concerns. The idea is that recruiters can do their jobs from anywhere unlike workers from other sectors. It’s the responsibility of staffing agencies to assist employees working from home to maintain a work-life balance during the global pandemic since the decision was forced upon them. It’s not possible to offer unlimited paid time off while maximising objectives. Therefore, time management is of the essence.
Recruitment agencies must take note of the online timesheet portal as far as time management is concerned. They can view the accrued hours on the desktop computer or mobile device and immediately respond to requests coming from employees who have come to the conclusion that it’s necessary to take a break. With a solution such as an online timesheet portal, it’s simple to calculate overtime. Some of the disadvantages of working overtime include but aren’t limited to stress, decrease in productivity, not to mention legal liability. It’s worth mentioning that the EU has stringent rules on working time. The average working time for each week must not exceed 48 hours.
The new priority for staffing agencies is to encourage better work-life balance among workers. Besides enabling employees to take time out, it’s necessary to encourage flexible working hours and strict routines. Regardless of whether people are working remotely or traveling to and from the office, they should be able to take advantage of flextime. Working arrangements must take into consideration people’s personal needs. Consistency matters owing to the fact that it brings order to an organisation, which in turn helps achieve objectives. Recruitment agencies need to give employees the flexibility they need and assist them in staying focused, relaxed, and energised.
Finding A Balance Between the Labour Market and Talent Shortage
The talent shortage tightens the job market, which translates into the fact that improvements are needed. Agencies face difficulties in recruiting talent even though they have expanded advertising and even outsourced recruitment tasks. Europe is doing its best to avoid an economic crisis. Nonetheless, it’s nearly impossible to avoid such a scenario when top businesses aren’t able to find staff with the right skills. The talent shortage has dire consequences on the productivity and competitiveness of European enterprises. While the talent shortage has been a pressing issue for many years, the coronavirus outbreak makes it even more difficult to hire and train candidates.
Candidates are open to the idea of remote work trying to avoid unnecessary travel, yet it’s harder to cut through the noise. To be more precise, the best people aren’t applying for the vacant position. If a shortage of skills isn’t involved, the refusal might be explained by a shift in employee needs or concerns about the company culture. When spotting rare talent, it’s important to forge genuine connections and maintain conversations for future placement. It’s recommended to provide something special to entice skilled workers to join an organisation. Competitive pay is the most obvious and easiest way to attract attention.
