How to Make Your Hiring and L&D More Resilient to Disruptions?

Organizations that have been able to recognize the disruptions as a new opportunity have been trying to do more with less. In addition to adopting better virtual technologies, the focus is now shifting towards improving the entire life cycle of an employee. In essence, it is more about enhancing the employee experience rather than solely stressing over increasing employee engagement.

It is essential to switch to contactless and scalable processes that can fast track the adoption of digital technology in recruitment as well as recruitment marketing. It is also crucial to identify the skills that are relevant in the new normal and make adjustments that suit the changing competency frameworks. Furthermore, it is ideal to re-think cost structures and support innovation at HR policy levels in a way that can sustain the existing processes.

To keep all employees motivated in a remote work culture, the decision-makers need to rethink their engagement strategies. Learning modules should be redrafted to match the new virtual requirements. In addition, the duration of training modules should be reduced to encourage greater participation with lasting attention spans. HR managers should support self-paced learning to suit varying employee needs, new learning frameworks, and virtual assessments. The focus should be on encouraging individuals to reskill and prepare for the future.

It is essential to ensure that the platform works seamlessly under various conditions and limitations. For that, organizations must identify the possible limitations that they need addressed. In addition, there should be no compromise with candidate experience. At the same time, it is important to employ methods that can detect and prevent the misuse of any virtual system. Adequate checks and balances are necessary to ensure professional credibility that is at par with the old normal scenario.

The foremost priority for HR professionals is to encourage constant communication and efficient collaboration at all times. It is more important than ever before to remain available and find out how the changing work environments are affecting individual colleagues. The whole HR approach should be more humane and empathetic and employees should be encouraged to participate in fun virtual activities, mindful discussions, and virtual L&D programs.