As the deadly COVID-19 outbreak cripples entire industries, companies are actively revisiting their strategies to evade transmissibility of the virus. It’s not just the businesses that are practicing social distancing, countries, and institutions throughout the world are embracing this trend. Many companies have already resorted to new recruitment strategies in order to suspend physical contact amid fears of the COVID-19 spread.

But this shift isn’t enough. Companies are struggling to run their operations at optimum levels without sharing physical spaces. Given that a lot of them were ill-prepared for the contagious coronavirus. Plus, they are yet to align their management teams to measure staff productivity and hire new employees amidst the crisis.

Does this mean they should also prepare their departments to fill vacant positions? Especially when a key employee gets sick (coronavirus) and can’t work from home? Definitely yes. COVID-19 has led to several abrupt changes, and this is one of them.

Besides offering paid leaves to sick employees, companies should also uncover new ways to hire for hard-to-fill roles. That too in just a few days and without sacrificing quality candidates. This may include onboarding someone with expertise in python etc.
Let’s analyze how companies are shifting their approach amid coronavirus epidemic, and whether this is working or not.

Can a new approach really help?

Virtual Recruitment Platforms

According to the spokesperson of Antal International, a recruitment firm, they have already canceled a few interviews amid the virus outbreak. Most of their interviews have been moved to video calls because of the global pandemic.

With recruitments coming to a halt, virtual platforms seem to be the newfound love of the HR personnel. These tools allow them to take on potential candidates without organizing in-person screening and meetings.

Websites such as LinkedIn advertise job postings and openings on a regular basis. Plus, these job boards can be a source of employee referrals and social recruiting. In addition, they can be very beneficial in shortening the hiring phase.

Virtual platforms are helping HR people to connect with prospective candidates in real-time through video calls. Not only it has paved the way for online assessment, but also quickly becoming a part of the recruitment process. Especially when it comes to filling IT and tech roles. The effective practice involves evaluating potential applicants and moving them to the next level.

All that Glitters is not Gold

Unfortunately, setting up video calls, scheduling virtual meetings, and ensuring post-interview follow-ups with candidates can be pretty nerve-wracking and laborious. Resolving everyday issues in this pandemic has become an issue. So, it would be unfair to engage them in more complex tasks like virtual vetting, online interviews, and training.

Recruiting and hiring can become quite complicated due to the current situation. There is a slew of challenges when you are searching for talent in this time of global health crisis. For instance:

• The entire recruiting process can become long. Specialized talent is low in supply. There is a need for individuals that have the right skill set.
• A lot of companies in the tech industry don’t understand the nuances of various IT roles. As a result, they fail to recognize the technical requirements of a job.
• Interviewing is a stage that can become quite tricky. Job descriptions must given clearly, so that the stage of talent acquisition becomes easier.
• Attracting the right kind of candidates can become difficult. The application process is nerve-wracking for many. Candidate experience really matters.
• Unlike marketing, technology is somewhat limited when it comes to finding specialized talent. Thus, it can be difficult to make a team.
• Since it’s a buyers’ market, the biggest challenge for growing tech companies is to attract the best talent. This is where they lag because they have to compete with larger and more established firms for exceptional candidates.
• Many a time, highly skilled candidates are looking for jobs that allow them to work remotely. Only qualifications are not enough, seekers should have relevant experience on their resumes.
• Enterprises tend to underestimate the power of recruitment marketing. Mostly, hiring managers are unaware of branding, recruiting and techniques.

This does not end here. During these times when the rate of confirmed cases is higher than ever, it isn’t easy to perform checks. With public health officials and the world health organization struggling more and more, companies are at risk of downsizing. Meaning, you are less likely to find a qualified person.

So rather blindly shifting to virtual recruiting platforms and having a foolish belief, its best to opt for something more quantifiable. Such as a reliable marketplace to hire Top 1% vetted engineers.

Marketplace to Hire Remote Software Engineers

Imagine if there’s just one platform where you can find top tech candidates from different parts of the world; how much time and money you would have saved? All you need to do is review their profiles and add the right match straight to your hiring pipeline.
With Gaper, you can exactly do that. It acts as a marketplace to hire remote software engineers from a diverse talent-pool. The potential applicants include mobile developers, remote python engineers, AI engineers, and more. Allowing you to pick the best of the best at half the price of an NYC software engineer. No matter whether you need a developer on a full-time, part-time, or hourly basis, Gaper is your go-to marketplace.

Currently, Gaper is helping tech firms in their search for suitable candidates. So you can measure the skillset of each candidate against your benchmarks and instantly fill in the vacant positions. This approach to recruiting tech talent greatly reduces the burden of tedious work. As a result, it becomes easier to streamline the procedure of staffing.

Besides, it frees your staff from mind-numbing work and allows them to focus on core issues affecting your workforce. At Gaper, we utilize a recruitment software for hiring. Our company culture is based on guiding startups in recruiting the cream of software engineers.

Build your remote team with Gaper’s top 1% vetted engineers

Wondering how Gaper has managed to build a pool of top 1% vetted engineers?

Our CTOs travel around 12+ countries, such as eastern Europe, Africa, and parts of southeast Asia. They carry out a series of rigorous tests and interviews in the best universities to shortlist the top candidates. Gaper has a very strong applicant tracking system. So, when it comes to fixing scripts or writing complex codes, our candidates won’t disappoint you.

Best of all, we are also training the companies to embrace the existing conditions. If your company is looking for a single vetted developer, get in touch with us. Your business cannot afford any further delays.