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The shift to work-from-home as a result of COVID-19 has changed the way companies think about recruiting and managing employee health & safety, wellness, satisfaction and performance.

For one, extending a flexible work environment post-pandemic could be the main reason your employees decide to stay at your company. According to Ernst & Young Global’s international employee survey, 93% of respondents said they’d stay at their current workplace for the next year if they can control where and when they work. More than half indicated they’d leave their current job if flexibility around work hours and location is not extended beyond the pandemic.

With the pandemic slowly subsiding and people returning to the office, a new-found need for work-life balance is driving what recruiters refer to as a workplace turnover tsunami. More employees than ever will be looking for new remote work opportunities that have opened up as a result of COVID-19, while competitive compensation, benefits, health & safety and wellness and culture/diversity programs have become top of mind as people try to curb work stress and maintain balance.

If you’re looking to successfully hire new staff in a post-pandemic world, here are some common mistakes to avoid…

5 MISTAKES COMPANIES MAKE WHEN HIRING NEW EMPLOYEES

  1. Not making decisions fast enough – It’s true you shouldn’t rush the search to find the right candidate, but often companies lose the battle for the best talent because their recruitment process takes too long. Hiring a new employee shouldn’t take longer than two weeks.

  1. Not aligning on expectations at the outset – To facilitate smoother decision-making, be upfront about your company’s plans for return-to-office/ hybrid/remote work plans and other expectations for the role, even if they’re not yet cast in stone.

  1. Hiring without testing – Relying on an interview alone is one of the most common mistakes when recruiting a new staff member. Have your shortlisted candidates complete a series of evaluation tests, including personality and technical assessments. If they’ll be working remote, how skilled are they at using digital tools and virtual programs for meetings and managing projects?

  1. Not asking the right questions – It’s crucial to go beyond the typical set of interview questions and give candidates enough time to talk about themselves outside their credentials –giving you insight into their thought process, temperament and soft skills. How well will they adjust to challenges in a hybrid work setting, for example?

  2. Not having a strategic hiring plan – Knowing what the company’s goals are and which direction you’re going, and having clear job descriptions, will help your recruiter find the right talent to support your objectives and drive the company forward.

Sources: EY 2021 Work Reimagined Employee Survey; LinkedIn.com/nextpathcareerpartners; hiring.monster.ca; fuseworkforce.com