In the year 2020, more businesses have transitioned into remote work than ever before. Some were able to adapt quickly, while others are still trying to overcome a number of challenges such as managing efficient communication between teams and maintaining team morale. Myanmar is a country that is still trying to improve its use of technology across all business sectors and many businesses have experienced a tech-culture shock during the digital transition.

While many companies, big and small, have already implemented remote-work policies for their employees, the transition has had an undeniable impact across all departments. This article will focus on the impacts of remote working on HR and recruitment. 

Challenges of Remote Working on HR and Recruitment

1. Change management 

Navigating significant changes to any business is hard and takes time to adapt. Usually change management is handled with a strategy developed over several months and implemented with care. In high-pressure environments, we find ourselves having to do the multiple steps involved concurrently. To help this challenge, JobNet supports its clients by providing management reports and well-experienced HR consultant customer success teams. 

2. Maintaining consistency

Teams that previously lacked robust processes and collaborative approaches are required to instantly adapt to ensure there’s no drop in the performance of the recruitment function. Maintaining the initial team and work consistency can be difficult, but is crucial during the transition to remote working. 

3. Team communication and collaboration

Teams that are used to being together in the same office and with other members of the business around them will face the difficulty of adapting to an entirely virtual communication environment. These features of JobNet talent management software: multi-user accounts, notes, hot lists, tags, scores, and external CV importing are useful for improving internal communication and collaboration. Overall, the Talent CRM helps you have access to your digital talent pool from anywhere, at any time.

4. Technical difficulties

As all stages of the recruitment process will now need to be handled digitally, those that were still very much reliant on face-to-face interactions and manual processes will need to quickly get up to speed with technology. 

5. Human connection

Creating a connection with candidates through a screen can be difficult and requires profound empathy from the recruiter for the way the candidate is feeling and the impact each stage of the hiring process is having on them. However, by embracing the changes we are essentially being forced to adopt, there are also several opportunities for HR and recruitment teams to build better systems, to apply different approaches and learn new skills for the future.

Opportunities for Future

1. Unbiased hiring

When we leverage data and tech-driven processes, there’s far less room for unconscious bias which ensures our hiring journey remains compliant and expands the pool of candidates that might be attracted to our roles.

2. Consistent processes

With dispersed teams working towards common goals, having central and standard processes in place will maintain consistency and offer a great platform to keep teams streamlined in the future. 

3. Level playing field

Traditionally, candidates are asked to move around, visiting recruiters and employers for interviews. With a remote model, everyone starts out on a level playing field. This also opens up opportunities for candidates in different countries or cities who may not previously have been deemed suitable.

4. Employer brand

Now is a great time to demonstrate what your company is capable of in spite of a crisis by creating a pleasant recruitment experience and a great first impression for candidates. Your marketing and communications team can help you with this!

Recruiting software has a significant role to play in this rigorous process of candidate screening. Remote work can be extremely cost effective and offer a candidate a very favorable level of job flexibility. With some planning and ensuring our internal processes are orderly, we can set up a successful remote hiring program. 

To know more about how much this ATS/CRM combination can improve your hiring practice, and what need to be prepared for your talent pipeline, please reach out to us on sales@jobnet.com.mm or 099544591 (77-79).

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