Hiring after COVID-19 global pandemic will lead to changes in the workplace. Employees will be forced to make social and attitudinal changes. Even organizations will be forced to introduce some measures in the workplace spanning it’s recruitment methods, employee health, and medical review, working systems. Systems such as Flex-working, remote working, training, and development of workers, compensation, and benefits of workers, and others will rise.
Many tech companies will be looking to adopt human resources practices that will prevent less important physical interactions in the workplace. To fully understand this concept, it will be proper to outline what human resources is all about and what are the famous and relevant human resources practices tech companies involved to ensure efficiency and effectiveness among employees and employers in the organization.
Human Resource practices in Tech
The Human Resource department is an essential, if not critical, component of any business regardless of the organization’s size. It focuses on maximizing employee productivity and protecting the company from any issues that may arise from the workforce. Many tech companies all over the world have a human resource department that ensures the needs of the employees of that organization/company are met. Almost all major like tech companies like Facebook, Microsoft, Amazon, IBM, Shopify, and others have functional human resource departments.
The main focus of this blog post is to highlight how and to what extent human resources practices of companies will change as a result of the COVID-19 outbreak. The relevant human resources practices that will be impacted include:
Tech talent recruitment and selection process
Talent recruitment is an essential aspect of human resource practices in tech companies. Recruitment and selection of employees are critical because it provides a means in which most tech companies can use for Tech recruiting. The HR department designs the processes and does the initial phase of the process. Tech talents in this context are people who possess specific IT skills and soft skills such as communication, project management, ability to work in a team, leadership, and others.
Before the COVID-19 crisis, many tech companies conducted most of the recruitment and selection of most of their tech talents using coding assessments and other technological platforms such as skype, google meet, etc. for interviews, Personnel compliance using Applicant Tracking System (ATS), etc.
A typical example is in the case of Shopify. The process starts with an application that includes a small coding assessment. This is followed by a Life Story interview and multiple technical interviews before an offer is made. The final stages of the interview are usually in-person, and candidates are brought in to a Shopify office in Canada all the way from Nigeria.
However, since the emergence of the COVID-19 outbreak, many companies like Shopify will be willing to improve and implement the use of more virtual platforms to limit physical interactions during the talent recruitment process. According to a blog post by Michigan state university, tech companies will also be willing to use Big Data for sourcing, screening, and selecting the right candidates. Hiring after COVID-19 will be different!
Employees’ Training and Development
All types of jobs require some training for their efficient performance, and therefore, all employees, new or old, need to be trained, re-trained, and developed from time to time. Further, the way tech companies’ operations are evolving; new developments are taking place within these companies and throughout the globe. Thus, it becomes imperative for any organization/company to systematically plan for the training program aiming at increasing the knowledge, skills, abilities, and aptitude of employees to perform the new competitive tasks.
A lot of tech companies have developed initiatives into training and developing employees within and outside the workplace. A typical example is in the case of Facebook which developed an initiative named Facebook’s FLiP (Facebook Leadership in Practice) program which goes deep into leadership best practices, case studies, team-building and coaching circle exercises where rising leaders receive feedback and coaching from their peers and Facebook executive team members. Tech companies such as yelp, Microsoft, and Adobe also developed varieties of initiatives focused on training and developing its employees.
However, since the outbreak of COVID-19, most tech companies have now initiated training most of its employees remotely. One of the tech giants in the world, Microsoft announced that most of its operations and training would be done via Microsoft Teams, ensuring that the spread of the virus is limited and also ensuring the safety of its workers. Many companies will be willing to adopt the option of remotely training their workers during the aftermath of the outbreak. They will use similar methods when hiring after COVID-19 will be different.
Compensation and Benefits
Changes in total compensation when hiring after COVID-19 will be huge. Compensation and benefits represent a substantial part of total cost in most of the organizations. Many tech companies fully understand the need to put in place compensation and benefits for their employees to increase productivity and efficiency. This means the major objective of such compensation and benefits is to control the costs, to establish a fair and equitable remuneration to all employees, to utilize the compensation and benefits device as an incentive for greater employee productivity.
Companies such as Google and Amazon uphold the culture of ensuring adequate and proper compensation and benefit of their employees. Such compensation and benefits include payment of salaries to workers as at when due, Life insurance, Health/dental/vision/prescription drug insurance, Fertility benefits, etc.
Many other tech companies will be willing to provide more compensation and benefits to ensure that the damage caused by the outbreak of COVID-19 is aided. In addition to this, many tech companies will be willing to help employees who have been affected physically or mentally by the outbreak.
Some companies prefer their workers to work from home while others mandate their workers to be available physically. This particular issue relates to how a job is designed and analyzed by different tech companies. Job design can be seen as “a structure of different jobs of an organization to be performed. Many tech companies conduct Job design as a means of providing a framework or format which shows the various tasks of an organization required to be completed to discharge the assigned responsibility to the employees.
As a result of the COVID-19 outbreak, many tech companies have been forced to redesign their employees’ jobs and, therefore, to ensure that layoffs are not increasing in the company. The detriment of this is that many employees are now being assigned different duties and responsibilities, which is different from their previous position. The COVID-19 outbreak has left many companies who are not able to utilize technological means to meet up to the day-to-day running of their businesses in debt, and this has led to unemployment and layoffs.
One of the biggest tech companies, Google designs its job roles and responsibilities to fit both remote working and office work due to a large amount of collaboration that takes place in the organization. Google also outlined that it doesn’t see any disadvantage in ensuring employees are proficient in the aspect of remote working, and this can be seen in a blog written by google themed “working together when we are not together.” The post COVID19 period will certainly ensure that google designs more of its technical and administrative job roles to able to adapt to remote working.
When hiring after Covid-19, Many companies will be willing to adopt flexible job design during the aftermath of the COVID-19, thereby structuring most of the duties and responsibilities of their employees to be performed remotely.
The COVID-19 outbreak has been very harsh on so many tech companies, and many of these companies are now exploiting different ways to ensure that their workers are safe and also be cared for during the trying time.
EDITED BY: Uchi Uchibeke