Recruitment Strategies and Proposal for Heras in the Post-COVID Era

This report presents a comprehensive analysis of recruitment strategies for Heras, a European perimeter protection solutions provider, focusing on the impact of the COVID-19 pandemic. The report examines various recruitment methods, including online strategies such as virtual job fairs, video recruiting, and digital media campaigns, alongside internal recruitment methods like promotions, applicant tracking systems, transfers, and employee referrals. It highlights the advantages and disadvantages of each approach, particularly in the context of a changing work environment. The report emphasizes the importance of adapting recruitment practices to address the evolving needs of both employers and employees, especially in the post-pandemic landscape, and concludes with recommendations for Heras to optimize its hiring processes.

Recruitment proposal
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Table of Contents
Introduction......................................................................................................................................3
MAIN BODY...................................................................................................................................3
Conclusion.......................................................................................................................................7
REFERENCES................................................................................................................................8
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Introduction
The present outbreak of covid warriors has created a complete uncertainty in the external
environment. There has been a complete shift in the way organisations and different types of
industries are performing their functions. Heras is a family owned financing and get organisation
that was started in the year 1952. With time it has grown into a European leading end-to-end
supplier of different types of perimeter protection solutions. They are having presence across 6
countries and employing 1200 highly skilled operators. The brand is dealing in designing
installing manufacturing and service perimeter protection solutions for their customers that is
part of community business and various industry sectors. There is an urgent requirement for
organisations to modify their operations and functions according to such specific need of the
external world. Present report is based on making a detailed analysis of the way organisation can
use various recruitment and hiring strategies (Azmy and No, 2018). Here is a detailed analysis of
the way there has been a complete transformation of recruitment strategies in this situation.
MAIN BODY
Covid 19 has been a pandemic impact where there is development of emotional challenge
for many people. There has been a change in to daily life in many unprecedented ways. Different
sections of society that includes employees and employers are working to protect themselves and
each other so that there can be for the prevention of spreading of this disease. WHO is working
towards providing of advices and all the updated information on covid-19 underway employers
can work for protecting their employees (Ahmed, Hamza and Wang, 2019). Employees are
working towards using some of effective strategies that can help in hiring of employees after the
post pandemic impact. In Heras there is an employee workforce of 1000 to 5000 employees and
there is requirement to analyse the way different job positions can be filled according to specific
vacancies.
Impact of covid pandemic on hiring and recruitment strategy:
Before the covid-19 turn a war for talent the previous landscape has been an employee
marketplace where organisations are investing to secure the best possible hires. With the
pandemic impact there have been million of unemployment and requirement of a workforce that
is ready to participate in the new norm. The overall recruiting strategies will continue to change
according to the shifting ways of work. There is a need to develop a clear protective path for
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what so that organisations can be ready to focus on strategic recruiting strategy for future of
recruiting.
Recently different hiring and recruiting managers are focusing on development of a marketing
approach so that they are able to remain competitive in the market (TAFAMEL and
AKRAWAH, 2019). They are working to snap of the best talent that is available before the
competitors are able to do so.
There is a need to develop and be a high-volume recruiter with a successful track record of
organisation being one of the top performers. So that potential and skill candidates can be
attractive for the purpose of various different vacancies in organisations.
Different strategies for hiring of employees:
There are basically two types of recruitment strategies that are used by organisations that include
external recruitment sources and internal recruitment sources. In this some of the major sources
of external recruitment are mentioned below:
Online recruitment and post crisis planning: there are many different types of online
recruitment strategy that includes job fairs virtual open houses and video recruiting that are
available and can be used for the purpose of hiring employees without having any type of
physical presence.
Virtual open houses: virtual hiring event is a group interview where employees are working
towards accepting of job applications. After this there are virtual interviews that are conducted in
group and individual formats (Martín‐Santana, Beerli‐Palacio and Romero‐Domínguez, 2020).
Heras can use this method of virtual hiring event as a new development arising because of covid-
19 impact. It is a unique opportunity to hire employees without having any type of physical
presence. There are many platforms such as linked in that are connected and used for the purpose
of virtual hiring events
Job fairs: virtual job fairs are offering a platform where there is invitation to job seekers and
employers across different parts of the world. It is also a very effective technique in situation of
post covid-19 that can be used by Heras where there is development of a interactive virtual
environment so that people can meet interview and network. It leads to watch maximization of
hiring results with resume data bases and real-time information exchange.
In this Heras can empower with customisable boots for the purpose of promoting the
culture and brand identity by using attractive web page designs. Leaders and human resource
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managers can use self service tools for the purpose of ensuring maximum engagement and
interaction with different potential job seekers.
Online video recruiting: online video recruiting is also one of the image sources of recruiting
people that has being developed for the purpose of hiring of employees through online sources. It
is one of the innovative approaches that are used in different stages of hiring that is starting from
early screening stages and ending to the final interviews (Baldersheim, 2021). In context of post
pandemic impact this strategy can be used for the purpose of leveraging the power of video and
saving of money time and other resources.
In Heras video recruiting can be used as one of the innovative means for the purpose of
approaching the potential segment of interviewers. In this there is requirement of proper video
interview software for the purpose of analysing different candidates. According to which there
are various steps that are prepared to carry on the whole interview process.
Before there was popularity of video interviewing, it was only available to talent
acquisition managers. Interview and hiring were restricted to candidates in the hiring managers’
radius. As the recruitment methods are growing with popularity there is combination of
organisations introducing work from home policies. For this organisations are working towards
finding and hiring of top talent across the globe that has become much easier by allowing the
candidate pool to grow further.
Digital media promotion campaigns: in the covid-19 impact digital media has been one of the
effective sources and social media applications for the purpose of engaging and attracting people.
Internal recruitment:
There are many internal recruitment methods that can be used for the purpose of not wasting
resources and using the present competent workforce for various arising job requirements.
Promotion: it is the method in which existing employee is offered an opportunity to grow to a
different job role or position based on their skills and capabilities (Lachance, 2020). It is one of
the most effect full methods for the purpose of filling various vacancies in the organisation.
Existing candidate is motivated to work according to the requirement of new job position.
Applicant tracking system: applicant tracking systems on boarding and screening tech
solutions have become more important in a changing remote world. There has been acceleration
of requirement of human resource take and force regards to adopt the different technical
solutions. In Heras, businesses can use remote interviewing screening and on boarding of
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candidates by using of applicant tracking system. It is the internal recruitment method that can be
used by preparing feedback reports of each candidate and then for the analysing their future
competence. Based on which they are offered development and promotional opportunities.
Transfer: it is also a tropical movement of same position to a different location. The level
of job is not changing it is in the same but only the location is different. It is one of the cost
effective ways that can be used in Heras for the purpose of spelling of different vacancies arising
in various departments.
Employee referral: it is also a method that is cost effective for the purpose of getting
qualified candidates. In Heras this method can be one of the cost effective ways to get
encouraged the existing employees to provide reference of some qualified candidates.
Advantage of inter recruitment:
In Heras internal recruitment, there are many associated benefits as there is saving of time,
money and other resources (Farooqand Bazaz, 2020). There will be saving of time for induction
and orientation. There is high amount of employee familiarity as they know the way businesses
operating and are able to fit in the company culture.
Disadvantage:
There are some of the disadvantages also associated with this method that leads to limiting of the
candidate pool. There is high amount of workforce caps that leads to creation of hiring external
employees (Gerhold, 2020). In Heras, there can be destabilizing of the organisation culture is
external candidates can lead to stimulation of the culture by ensuring that employees and meeting
new people and bringing the existing new ideas for business.
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Conclusion
From the above discussed aspects it can be said that there are different recruitment and
selection strategies that have to be used in organisation. With the covid-19 impact there has been
complete transformation in the way organisations perceive their existing functions. It is need to
select a particular method according to the specific requirement of a particular job vacancy.
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REFERENCES
Books & Journal
Azmy, A. and No, J.S.R., 2018. Recruitment Strategy to Hire The Best People for
Organization. Journal of Management and Leadership, 1(2).
Ahmed, S.M., Hamza, S.M. and Wang, B., 2019, August. Analysis of Recruitment Practices in
Tanzania: A case of ministry responsible for recruitment in Zanzibar public sector.
In Annual International Conference of Business and Public Administration (AICoBPA
2018) (pp. 198-205). Atlantis Press.
TAFAMEL, E.A. and AKRAWAH, O.D., 2019. Recruitment strategies of the banking industry
in Nigeria: The head hunting panacea. African Journal of Business Management, 13(13),
pp.449-455.
Martín‐Santana, J.D., Beerli‐Palacio, A. and Romero‐Domínguez, L., 2020. Recruitment
strategies: non‐donor segmentation based on intrinsic and extrinsic stimuli. Vox
sanguinis, 115(1), pp.47-59.
Baldersheim, H., 2021. Chasing the Creative Class: What Works, and What Doesn’t?
Recruitment Strategies in Norwegian Local Government. In The Future of Local Self-
Government (pp. 83-97). Palgrave Macmillan, Cham.
Lachance, E.L., 2020. COVID-19 and its impact on volunteering: Moving towards virtual
volunteering. Leisure Sciences, pp.1-7.
Farooq, J. and Bazaz, M.A., 2020. A novel adaptive deep learning model of Covid-19 with focus
on mortality reduction strategies. Chaos, Solitons & Fractals, 138, p.110148.
Gerhold, L., 2020. COVID-19: risk perception and coping strategies.
Online
Heras, 2021[online], available throughhttps://www.linkedin.com/company/heras
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