Implementation of key OB and HR processes

This report discusses the changes in recruitment process after Covid-19 pandemic, including virtual hiring and remote working. It also highlights the strengths and weaknesses of the modified recruitment process.

Implementation of key OB
and HR processes

Table of Contents
 INTRODUCTION
 Changes in recruitment after Covid-19 pandemic
 COVID-19 situation
 Strengths
 Weaknesses
 CONCLUSION
 REFERENCES

INTRODUCTION
 COVID-19 is an infectious disease which is caused by SARS-CoV-
2 that outbreaks in Whuan, China at the end of the year 2019. This
was declared as pandemic in the year 2020 as it got spread in many
countries and infecting various people. The COVID-19 has not only
impact personal lives of people but also majorly influenced their
professional career. The following report discuss about how
recruitment procedure has changed after the spread of this disease
along with strength and weaknesses of appointing process.

Changes in recruitment after
Covid-19 pandemic
 Recruitment is defined as the procedure which is conducted by
Human Resource department of companies in order to appoint
talented individuals within organisation. The recruitment process
includes interviewing, selecting, and attracting candidates
towards companies. It is also described as the process of
searching for suitable employees and stimulate them to apply for
vacancies in company.

COVID-19 situation
 The UK recruitment sector has been growing rapidly since the last
five years with market value of around £38.9bn in the year 2019 and
despite of uncertainties such as Brexit this industry was increasing
(The impact of COVID-19 on employment and the recruitment sector,
2021). But after the outbreak of COVID-19, this industry has seen
steepest decline since 2009 global economic crash. Due to this
pandemic the country has witnessed large number of people being
unemployed or furlough by their employers.

Changes in Recruitment process
post COVID-19
 The year 2020 was tough for many recruiting agencies as its repercussions
has majorly devastated talented acquisition groups, arise new demands, and
proved to be historic change in this industry. Virtual recruiting and appointing
remote workforce has become new normal and trend in the market.
 Virtual Hiring: Companies are now focusing more on hiring employees
through conducting online interviews which provides them flexibility to
conduct this process for people present in different locations.

Continue
 Remote working: This is described as a working method
according to which employees of company perform their
working activities from different locations. This working
approach has increased after this pandemic as during lock-
down people were unable to visit offices which emerged
trend of Work From Home among employees.

Strengths
 Cost effective: This process of online recruitment
and remote working is very cost effective as
companies does not have to organise some physical
campaigns or appointing procedure. These methods
also helps in saving amount that have been expanded
on office expenses because now people are working
from home.

Weaknesses
 Modified costs: Sometimes some online
platforms charge subscription fee or other
costs to companies in order to post about
their vacancy. Some online sites requires to
have membership only after that
organisations could post about job which
makes this process costly.

CONCLUSION
 From the above discussion it has been discovered that COVID-19 has greatly impacted
both personal and professional lives of people. It has also been concluded that companies
have changed their recruitment procedure by considering online appointing more
effective method. The recruitment procedure has modified by companies as they want to
reach large number of candidates and include those people who could enhance their
productivity. It has been evaluated this recruitment process possess some advantages and
disadvantages which helps in understanding importance of recruitment process.

REFERENCES
 Yusliza, M.Y., Othman, N.Z. and Jabbour, C.J.C., 2017. Deciphering the implementation of
green human resource management in an emerging economy. Journal of Management
Development.
 Karambelkar, M. and Bhattacharya, S., 2017. Onboarding is a change: applying change
management model ADKAR to onboarding. Human resource management international
digest.
 Tawse, A. and Tabesh, P., 2021. Strategy implementation: A review and an introductory
framework. European Management Journal, 39(1), pp.22-33.

Thank-You