For Employers, Uncategorized


After the pandemic of covid-19, many practices got affected. The impact is visible in both personal and professional life. The time has come to get prepared for the post-covid-19 era. HR leaders are brainstorming various workplace strategies, hiring plans, recruitment budgeting, personnel management, and performance metrics.


“32% of organizations are replacing full-time employees with cognizant workers as a cost-saving measure.”


Covid-19 forced HR professionals to adopt new plans to adapt to the change. Few have discussed below: 


  1. Increase in remote working
  2. Home: New workplace
  3. More Virtual Interviews
  4. Hiring for soft skills
  5. Automation
  6. Increased use of Online Communication Tools
  7. More focus on specific skill/ domain

  1. Increase in Remote Working: It would be fair to say that remote working may get permanent. At various points, employers and employees have realized the benefits of remote working.
    Employees enjoy the flexibility of remote work, as it allows them to have a more balanced lifestyle. For example, 75% of people work remotely and would like to continue to do so occasionally post-pandemic, and 54% would like this to be their way of working as per a 2020 IBM survey.


  1. Home: New Workplace: Post pandemic, nobody wants to risk their lives. So now people find their home as the safest place on earth to work. We already know many companies have changed their approach to gain control of the situation. One of the most visible changes in 2020 was the global overnight shift to remote work. It will continue to see this in 2021.


  1. More virtual Interviews: Since remote work has dramatically risen in popularity, employers have had to go remotely with their interview strategy. This approach will likely stick around in 2021 as businesses continue allowing employees to work remotely.

    The virtual interview brings so many benefits for employers like cost-saving, time-saving, and easiness.

    1. Hiring for Soft Skills: That’s present and future demand. According to LinkedIn, these are the top 5 most in-demand skills of 2020 and beyond:
      Emotional Intelligence
    2. Automation: Companies started inculcating technology in modern recruitment to increase speed, efficiency, accuracy, and easiness throughout the process. Here technology is the key and plays a pivotal role in managing the entire operations with less effort and time. Fastline Jobs has reinvented and mastered a new way of recruitment through REC360 technology. The technology has now gained attention from many companies.


    1. Increased use of Online Communication Tools: Post COVID-19, online communication tools rocketed recruitment practices. In 2021, we will see some rapid use of online tools that inarguably helps the entire recruitment process. On the other hand, these high-tech tools may help recruiters making the process easier, faster, and smoother than before. 


    1. More focus on specific skill/ domain: In the current situation, 73% of people are more likely looking for jobs due to reduced salaries and increased stress. While more people apply for getting jobs, recruiters are bound to filter the right applicants to get the right fit for the job. That may trigger the applicants to get smarter and competitive and enhances workplace quality.


    These trends are quite obvious and become a requirement of post-COVID-19. 

    At present, we are facing a global crisis, and adapting to the new normal is the only option now.

    So, let us adopt these trends for more efficient recruitment practice and Fastline on track and focus on easing the recruitment process for our clients across the globe. 


    Would you like to add any points we missed in our blog today?

    Let’s discover in the comments below; thanks!