(An overview of a Q&A in relation to changes to the recruitment process due to Covid with Sylvester Jennings CEO of Arcon Recruitment)

-Has anything changed about the interview experience and the mores around it?

Employers and job seekers alike have very much embraced the “zoom” interview.  A second face to face round may follow, but often the full process can now be conducted remotely.  Obviously, this was initially prompted by a desire for safety during the pandemic, however, it has afforded the added benefit of speeding up the whole recruitment process. 

Scheduling face to face interviews, particularly when travel is involved, takes time. The introduction of remote interviewing allows candidates and employers to make themselves available much more easily.  For example, lunchtime interviews or even after office hours interviews are now much more common than pre pandemic times.

-How do candidates strategically market what they learned and how they grew during the pandemic?

The pandemic was a learning experience for everyone, but the skills fostered during this time are particularly beneficial when a job seeker is attempting to impress a potential employer.  Even the least “tech savvy” among us had little choice but to embrace the new ways of communicating while remote working.  In general, job seekers have become much more technically able.  Multi-tasking has also become a much more pronounced skill.   Completing the working day while simultaneously home-schooling children has forced employees to find innovative ways of getting it all done. 

We have collectively had to “think outside the box” and this this in turn has allowed jobseekers to develop skills such and tenacity, innovative thinking, flexibility and managing pressure.  These skills are highly desirable by employers irrespective of the position they are recruiting for.

-What’s one skill or experience you would encourage an interviewee to definitely mention?

All of the above!  No doubt the pandemic was a challenging time for all.  Hoverer, job seekers need to focus on the improvements and changes that they were really forced to make during these months, and turn them into a positive interview approach.

Traditionally, skills such as flexibility, tenacity and innovative thinking are popular answers to the “what can you bring to this position” question.  Now interviewees have a real opportunity to give examples and actually demonstrate how they have developed these skills.  It is this kind of approach that leads to a successful interview.

-What’s one skill or experience you would encourage an employee not to highlight?

We are now all used to the trials and tribulations of remote working.  Clearly this new way of working has worked better for some than others.  Many employees are glad to get back to the office environment while others feel that the remote way or working suits them better.  However, to remain an attractive recruitment option for employers, potential employees need to remember that flexibility is really the key. 

Many employers are still re-establishing themselves after a very difficult period.  An employee who is open to remote, office or indeed a hybrid model will definitely be a better option for companies still feeling their way, than an employee who is insisting on one or the other.

For example, it may not be helpful at interview to suggest that remote working is all you are interested in as it has worked so well for you.  Remain open and interested in what the company requires and allow yourself to be considered for more opportunities.  Negotiation is always a possibility once the company can see what you as an employee can offer them.

-Anything else to add?

Turnover tsunami, may not be as bad as expected, if employers can keep employees expectations in line with company policy. An employee may not leave if they feel the employer is working with them to resolve any issue. It has to be a two-way street.

The government has invested heavily in remote work hubs nationwide as part of its national remote work strategy. This has created working space for both employers and employees to create the office environment, without bringing the employee back on site when location is an issue. This has created the option of more flexible working arrangements for employees.  

Both the public and private sector have embraced this change to the general working code of practice. It is expected that changes such as this will positively impact employee attraction and retention. Retention as well as prioritise the issue of public health.

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