4 recommendations for your new recruitment strategy post-COVID-19

HR Insight

How do you implement a new recruitment strategy when you don't know where to start? Here's what you need to design a perfect plan for your workforce.

Can you list out things that have been changed due to the pandemic? In your life, and your work?

If you’re an HR professional, then it’s very likely that you have mentioned something related to “recruitment strategy”, right?

Well, that’s quite easy to understand. The labor market suffered enormous changes since the outbreak earlier this year. Now, as we’re gradually heading to the new normal, it’s essential to navigate your hiring plan and get ready for the post-COVID-19 era.

Before working on your new recruitment strategy, remember to check out these advice from the pros:


Learn about the new labor market

The COVID-19 crisis impacts all of us – industries, businesses, and individuals – but each is facing different challenges. So, understanding how the labor market has changed during and after the outbreak is the first crucial step to update your recruitment strategy.

What’s new? The Ministry of Labor - Invalids and Social Affair predicts that even in the most optimistic scenario, at least 3 million people in Vietnam will be unemployed for the rest of 2020.

And while workers in the manufacturing industry were losing their job during the quarantine, professionals in IT, fin-tech, and E-commerce are more sought-after than ever.

That means, if you’re about to restart the production, there’s a large candidate pool out there. But if you’re looking for new roles for your IT team, that could be more challenging.

To stay on top of the hiring trends, check out our Q1/2020 labor market update.

Determine your new models


As we’re all trying to save business costs post-pandemic, you can do your best to prevent ill-suited choices. And after weeks of remote working, now it’s time to enhance your company culture and keep people engaged. That is why you’d want to avoid hurting your team’s morale by hiring someone rocky.

Probably you already defined your perfect candidates, but does the outbreak change your ideal models?

Ask yourself (again) what qualities make one candidate a best-fit in this time of uncertainty.

Expertise? Sure. Work with the leaders to see if they require any special knowledge to tackle new business challenges.

Characteristic? Of course! Your new hires need to get along well with new colleagues.

Soft skills? Definitely, and here’s where things have changed a lot!

The unpredictable situation makes emotional skills much more important than before, forecasted by McKinsey. People now are expected to be calm, cooperative, and productive to deal with uncertain pressure and succeed in a changing work environment. Do you also look for these skills at your new employees?

Do this before publishing your job posts, and you can quickly weed out unqualified profiles.

Promote job security and career growth

As COVID-19 has triggered unprecedented mass layoffs, people now start to take notice of job security, especially with who lost their jobs during the outbreak. That’s why we recommend highlighting this feature in your new recruitment strategy, together with long-term career growth opportunities.  

You can address job security in your Employee Value Proposition (EVP). Then have some of your tenured employees sharing about their growth at your company. Don’t forget to mention how you operated through COVID-19 and return to work in the new normal

Promote these materials in your job posts to maintain a strong employer brand, also attract more talents. What’s more, use them in communication with your candidates to ease their concerns about long-term commitment.

Recruit flexible candidates for flexible positions


Flexibility here is not only about the ability to adjust work schedules or locations. This term refers to employees who can perform multiple roles at your company. Let’s say, your Office Admin can work as Receptionist when needed, or a Sales Person can temporarily replace a Customer Service role.

If this practice suits your workforce, then the recruitment strategy should prioritize profiles with transferable skills, such as project management, data analysis, communication, problem-solving, etc.

On the other hand, at some companies, flexible employees are contractors or temporary staff. They work on urgent or one-time projects, cover parental or holiday leaves, and fill certain skill gaps in the operation.

With the current economic downturn, these employees also offer the ability to expand or trim the workforce for short-term purposes.

This is what you need right now? Then think about using our temporary staffing service!

After all, we’re all new to this!

You’re not the only one who is struggling with this new recruitment landscape. Plus, the restart and recovery need time and patience. Deep breath here and don’t panic!

Remember, whenever you need it, you can always reach us for support. With years of experience in the recruitment industry, we know how to handle new challenges. Whatever you’re looking for, specialized recruitment or mass hiring, Payroll outsourcing or HR outsourcing. Contact us now for your customized solutions!

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