COVID-19 Impact on Legacy Health Recruitment Process

This report provides a detailed analysis of the impact of the COVID-19 pandemic on organizational recruitment processes, with a specific focus on Legacy Health, a medical billing service. It begins with an introduction to the HR changes and the importance of an effective recruitment process, followed by a literature review discussing the role of new technologies in employee recruitment during the pandemic, the impact of COVID-19 on recruitment practices, and the challenges faced by organizations. The report then analyzes Legacy Health's specific experiences and challenges, including the shift to remote work and the adoption of e-recruitment and e-training methods. It also presents recommendations for overcoming these challenges, such as utilizing electronic platforms for interviews and job analysis. The report highlights the importance of adapting recruitment strategies to the changing landscape and concludes with a summary of the key findings and insights.

Impact of
COVID-19 on
organisation
recruitment
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Contents
1.0 Introduction..................................................................................................................3
2.0 Literature Review.........................................................................................................4
2.1 Importance of new technology on employee recruitment process in COVID-19............4
2.2 Impact of COVID-19 on organisation recruitment...........................................................4
2.3 The Challenges of recruitment process..............................................................................5
3.0 Analysis and Recommendations.................................................................................7
3.1 Impact of COVID-19 on Legacy Health’s Recruitment and Challenges.........................7
3.2 Recommendations to overcome the current challenges and Justification in Legacy
Health on recruitment...............................................................................................................9
4.0 Conclusion...................................................................................................................12
Reference...........................................................................................................................13
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1.0 Introduction
Many aspects of HR have been affected by the current pandemic, from terminations to
health and safety, but recruiting is probably the most affected. The more effectively and
efficiently the recruiting phase is introduced and carried out, the simpler and more
accurate the recruiting process can be in determining which candidates are chosen (Smith
& Robertson, 1993). Moreover, opined that the amount of applications received by an
organisation determines the consistency of recruiting activities implemented by that
organisation (Odiorne, 1984).
The purpose of this assignment is to give detailed information about the Impact of
COVID-19 on organisation recruitment. Along with this, the first section of this report
will give the organisational recruitment process in COVID-19. Secondly, recruitment
challenges and how to overcome those challenges by using past research.
This report will deliver the Impact of COVID-19 on organisation recruitment in the
chosen organisation. The organisation which this report will discuss is “Legacy Health” it
is the BPO industry that was found in 2004 as a medical billing service organisation. With
this finally, the author’s views and analysis on the topic as well as any points discovered
will be highlighted thus concluding the assignment.
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2.0 Literature Review
2.1 Importance of new technology on employee recruitment process in
COVID-19
Employee recruiting, like any other part of today's market, relies on efficiency and
quality. HR practitioners must develop strategies for easily searching through applications
while correctly choosing the best applicants. The aid could come in the form of new
technologies. According to Wiernek (2006), it is possible to claim that the field of
emerging technology and personnel policy is attempting to keep up with new
developments at a startling and convergent pace. To change the role of human resource
management in an organisation, the whole organisation approach must be adjusted
(Jabłoński, 2011). Although taking advantage of the benefits of the Internet, many
businesses use online information management tools to recruit employees. E-recruitment
applications simplify the process of posting job openings and receiving CVs (Faliagka,
2012).
Ployhart (2006), suggested that some of the definitions such as employee recruiting refer
to the processes and activities used by an organisation to locate, retain, and influence the
career choices of qualified applicants. Furthermore, recruiting has an effect on employee
engagement, performance, and retention, as well as the company’s skill factors. It is also
a source of experience, strategic execution, and competitive advantage (Phillips, & Gully,
2015). In addition, to attract and involve the target audience, the digital marketing
approach represents the development process that is not necessarily relevant to the job
opening itself (Baetzgen et al., 2015). As a result, the final step in the recruiting process is
to interview the candidates to determine who the best fit for the organisation (Pikala,
2017).
2.2 Impact of COVID-19 on organisation recruitment.
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The COVID-19 pandemic has impacted negatively on people all over the world and
organisations are increasingly working remotely, enabling workers to operate from home.
Even recruiting is difficult because the workplace is closed because to the COVID-19
outbreak. The organisation's recruiting executives are unable to meet with applicants in
person. Video calls are now used to arrange job interviews, resulting in a rapid shift in the
recruiting process (Shreenath.2020). Finding, recruiting, and retaining the best candidates
can be difficult, but with good recruitment and selection procedures, an organisation can
be assured of recruiting the right people for the job. This is not to assume that successful
recruiting and hiring procedures ensure an institution's complete success (Nel et al.,
2008).
Cameron (2008), suggested that the cost of ineffective recruiting and hiring procedures
may be significant. Therefore, recruitment must be performed correctly, or else the
organisation would experience increased labor attrition, high absenteeism, more mistakes,
high training costs, and decreased or poor productivity (Richardson, 2011). Nevertheless,
the Covid-19 has accelerated digital innovation for businesses, and many jobs around the
world want technological skills (Sheppard, 2020). Although, the pandemic has
highlighted the fact that interactive, as well as interactive, skills, are in high demand
among employees (Sheppard, 2020). According to Niles (2013) organisation have been
quick to react and take action to control and take preventive measures. On the other hand,
organisations are transitioning their functions through digital platforms to continue
running their business efficiently. An empathic attitude would significantly improve the
candidate-employer interaction and assist COVID-19 in refocusing its recruiting policy.
2.3 The Challenges of recruitment process.
About every aspect of how and where people work has changed in the year 2020. The
Covid-19 pandemic has changed the way certain organisations conduct business and, as a
result, what organisations require of their employees. According to Okusanya (2012), the
consequences of this drastic, swift, and abrupt evolution have already been felt in the
job market but the full extent of the ensuing economic recession is yet to be seen. The
category of job seekers who are drawn to online recruiting sites is the most significant
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obstacle to online recruitment. Online recruiting is not for all, and it's not a one-size-fits-
all option for all hiring needs. It's important to remember how an online world impacts
the candidate pool (Boone and Kurtz, 2010). Furthermore, a talent pool is a directory of
people who want to work for any organisation. Since organisation already have applicants
to pick from, a company can fill work openings in less time and for less money by
creating a talent pool (Schmitt et al., 2012).
According to Barclay (2001), regardless of if the candidate is successful or unsuccessful
in the interview process, they would value bias being removed from the process in some
way. Based on the prior explanation there is enough analytical evidence to conclude that
bias in any manner during the interview is a crucial problem in determining the best
candidate. Even though, those who did not get positive input pressed for more changes in
the recruitment interview process than those who did (Ekwoaba, 2015). Nevertheless, it’s
worth noting that thorough input tends to have a greater connection with failed applicants
than successful applicants (Wilhelmy, 2016).
2.4 How to overcome recruitment challenges.
The COVID-19 pandemic has impacted negatively on activities all over the organisation
in the world with a variety of training challenges. Training focuses on growing and
upgrading an employee's talents, qualifications, competencies, and perspectives through a
range of training and development services (Obeidat et al., 2015). Furthermore, Training
is conducted to ensure that employees are properly capable of carrying out their delegated
duties safely and effectively, thus increasing employee satisfaction with their employment
(Kadiresan, 2015). However Successful training and improvement strategies aimed at
improving workforce productivity, mutual participation, subordinate commitment, and
coordination inspire staff to be more engaged in their jobs and achieve better results,
resulting in improved organisational efficiency (Panayotopoulou et al., 2007).
Many businesses had to turn to remote work overnight when the COVID-19 was
implemented. The need for digital transformation has risen as a result of this. According
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to Voicu (2014), since it uses online to recruit human resources for an organisation, E-
recruitment or Online Recruitment is considerably less expensive than traditional
methods. Nevertheless, both large and small organisations make heavy use of business
portals in their recruiting programs as job applicants search work websites for openings
(Karthiga et al., 2015). However, the use of technologies to attract candidates has
increased significantly. Organisations can save time and money by using online
recruiting, and they can reach out to more prospective candidates (Beardwell and
Thompson, 2017).
3.0 Analysis and Recommendations
3.1 Impact of COVID-19 on Legacy Health’s Recruitment and
Challenges
The Legacy Health Company was founded in Sri Lanka as a medical billing business with
a few workers as part of an organized group of “Revenue Cycle” management in 2004. In
2004, it began serving the needs of ambulatory surgical centers, laboratories, physicians,
clinics, and urgent care centers. Many large medical groups, ambulatory surgical centers,
and surgical hospitals are now served by Legacy Health (Legacy Health, 2006). Legacy
Health has two branches to driven their operation all over the country. Such as Colombo
and Kandy. Due to the COVID-19 effect, all branches are move to a working from home
(WFH) base whereas Legacy Health’s HR department working as WFH during this
period. Hence HR department following E-recruitment and E-training methods for their
recruitment process. COVID-19 affected HR practices due to this E-recruitment and E-
training method. HR practices were employed to deal with the situation as it emerged.
Situation HR Practices
Reactive  Recruitment
Proactive  Training
Table 1: HRM Practices during a Pandemic
Source: The author Developed (2021) based on Encountering COVID-19: Human
resource management (HRM) practices in a pandemic crisis (2020).
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The problem of the study focuses on Legacy Health on finding the significance, and role
of e-recruitment and e-training and development of human capital, in addition to the
barriers to overcome. In particular, the most important indicator of society's
transformation into a digital one is the global trend toward training in the use of
information and communication technology. The recruiting process is an important aspect
of human resource management (HRM). Legacy Health recruiting is defined as a system
that gives a pool of qualified job applicants from which the employer may choose
(Legacy Health 2015). Legacy Health handles web-based technology for the various
stages of attracting, recruiting, and onboarding job candidates, and meets a larger number
of potential workers through e-recruitment businesses. Current revelations in recruitment
methods show that job searchers are increasingly turning to the internet, and recruiters, as
well as experienced recruiters and organisations in need of personnel, use it to publicize
job openings and scan prospect pools, while job seekers use it to apply online
(Furtmueller et al., 2011). From recruitment until retirement, employees interact with and
are influenced by human resource information systems (HRIS). An HRIS is a system that
collects, stores, manipulates, evaluates, extracts, and transmits data on a company's
human resources (Kavanagh & Johnson, 2018). During the Covid-19 pandemic, Legacy
Health is having difficulty recruiting staff because of a lack of a suitable E-recruitment
process. Other research indicated that applicants were more likely to apply for jobs when
job-related and benefits information was provided on the website (Johnson et al., 2020).
During the pandemic crisis in the country, Legacy Health lacked the necessary training
and development to conduct effective staff sessions. Two studies of public-sector
recruitment websites found that they are mainly text-based, have poor usability, and lack
methods for garnering attention, such as multimedia, despite providing good job previews
(Strohmeier, 2007). Although, some organisation is looking for applicants that want to
work in a cross-functional HRIS role and are willing to invest in their training and
development; their priority is to discover enthusiastic early careerists( Bondarouk & Ruel,
2010).
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3.2 Recommendations to overcome the current challenges and
Justification in Legacy Health on recruitment.
During the pandemic of Covid-19 Legacy Health may utilize electronic platforms to
recruit people by conducting online interviews, Skype calls, and video conferences, which
may save cost, increase HR services and speed up decision-making. According to
Grayett, (2020), while organisations utilize a variety of ways to undertake job evaluations
(e.g., questionnaires, interviews), and we feel that employing online job analysis may
considerably simplify and streamline the process. Legacy Health can utilize electronic job
analysis instead of traditional methods since it is less time-consuming, more efficient, and
easier to utilize in this COVID-19 pandemic situation. The panel will convene through
video conference to study position criteria and construct a job description, and they may
also make inferences about work parameters in a virtual environment without having to
go to faraway locations (Cocker, 2009). Legacy Health can improve employee
performance by developing their abilities in E-recruitment, E-training.
To encourage staff, Legacy Health connect might switch to e-training and development.
Several studies have found that automating various components of training and
development programs, often known as e-learning, such as web-based training, has
reduced the time required to implement them (Holland and Jeske, 2017). Legacy Health
has the potential to make better use of an organisation's knowledge as well as better
identify and value its human resources. It can aid staff in the uniformity of data and the
repetition of training. Legacy Health will prosper if they convert to electronic platforms
for recruiting, training, and development. Moving to electronic platforms may save costs,
enhance individual efficiency, and get the best out of personnel in the Covid-19 pandemic
situation.
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During the lockdown period and government restrictions cannot be met physically and
participate in training events for employees. In the Covid-19 pandemic, Legacy Health is
used to E-training than Traditional training and it cost high for the company and it will be
rigid and routing training, the information will flow in one way. E-training productivity
research indicates no difference between web-based and instructor-led training, while
web-based training is marginally more beneficial (Coppola & Myre, 2002). Legacy
Health has an opportunity to succeed if they move to e-training. In that way can reduce
the cost, can understand trainee’s conditions, and observe individual capacities, and
employees can learn by searching through the internet. It has the potential to reduce
Legacy Health resource costs while also saving time and effort in receiving specialized
training in this crisis. Using the system of electronic recruitment (e-recruitment) will help
businesses in the industry identify talented candidates and hire those who suit the
requirements of jobs and organisations (Kristof-Brown, 2014).
Legacy Health may train through interacting with workers and engaging them in E-
training. The preparation, execution, and implementation of all types of learning that
employ IT for the delivery and/or transmission of learning content is referred to as e-
training and development or e-learning. Web-based recruiting, online testing, e-learning,
and electronic compensation, for example, each represents a type of eHRM
(Ananworanich & Tsang 2004). Furthermore, research has shown that eHRM can
enhance HR performance (Parry and Tyson, 2008).
Challenges Recommendation to overcome the
challenge
Communication
 Legacy Health Employees should
be updated on the current
performance weekly, and HR
should reassure them that they are
reviewing any government help to
protect employees.
 Legacy Health Employees should
have a place to connect with their
coworkers, like a virtual coffee
break, since talking things through
with others may be really
beneficial during this pandemic. At
this moment, everyone is anxious
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about something.
Trust
 Working from home necessitates
the development of trust. Regular
stand-ups, in which managers
address the teams and their own
work goals for the day and ask
employees if any barriers are
keeping them from completing
their tasks.
 HR managers should encourage
and allow workers to communicate
with one another regularly.
 Key performance indicator (KPI)
measures should be used to
monitor team and employee
performance, and each team should
report regularly to the manager.
Policy Changes Quickly
 In this pandemic circumstance,
make sure Legacy Health has the
capacity to communicate with all
employees (even out of hours)
when a major policy change is
required due to a change in
government guidelines.
 It's very impossible to establish a
policy for everything that has
changed in the last few weeks, so
try to be flexible and enable
managers to make decisions about
their teams.
 Take advantage of the various
webinars Legacy Health offers to
provide consumers with
information and resources to help
them navigate through the recent
business interruption.
According to Taylor et al. (2001) more ethical study on communication-related functions,
such as how organizations handle criticism and how they comprehend the concept of "just
business," is especially needed. Both the anticipation of trustworthy behavior and the
desire to act on it must be present for a real state of trust to exist (Huff and Kelley 2003).
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Change management has been hailed as a vital talent in recent executives surveys, despite
its common perception as managerial talent (McCauley, 2006).
4.0 Conclusion.
In this study, the author discusses the impact of COVID-19 on organisation recruitment.
Firstly, the author will discuss the introduction by mentioning the significance of
COVID-19 on organisation recruitment by using two different authors’ citations and
describe the idea with the purpose and the signposting for the assignment. Secondly, the
author will discuss the literature review using with citations, and the explain Impact of
COVID-19 on organisation recruitment and challenges of the recruitment process and
how to overcome those challenges (by using many authors' views). Thirdly, the author
will discuss the analysis and recommendation by using the two main human resource
management (HRM) practices (E-recruitment, E-training, and development) for Legacy
Health. Finally, the author will discuss E-recruitment, E-training, and development by
analyzing electronic human resource management (EHRM) to the organisation (examine
I.e. online interview, web-based training, video calls, etc.) and recommending some
suggestions to the organisation (Legacy health) to improve through E-recruitment, E-
training, and development.
.
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