I've recently fielded inquiries about changes in the hiring process as a result of the pandemic. Here are my responses to two frequently asked questions.
Please keep in mind that these are my personal thoughts and that there is no one-size-fits-all solution for every hiring manager or company.
The impact of COVID-19 on the talent acquisition and hiring process is still evolving and has become an interesting dynamic in an already competitive talent market. As companies begin to return employees to the office, there is an interesting trend with employees wanting and in many cases insisting on flexibility and a hybrid approach to work. If employers do not consider some flexibility, they may find that other companies will as hiring and retention become a bigger business issue.
Some other factors to consider are work-at-home versus relocation and more attention to leveraging local markets to control cost and increase flexibility, where possible, in job design. For many companies, this will require a significant cultural change to which they may be initially resistant. It is a factor in employment that cannot be ignored.
The recruiting, interviewing, and onboarding processes are changing and are all still open to broad interpretation as to the best direction or practice. Working through the pandemic has essentially challenged “traditional” employment and increased the attractiveness and family-first approach, the relevance of contract work and for specialized skills, and the gig economy.
Companies need to find what works for them. They must be open to accommodating many different comfort levels of prospective for their existing employees, and thereby, demonstrate a good culture in which to commit and build a career in an incredibly competitive marketplace in which the “rules” are constantly changing.
While I believe any answer to this question is open to broad interpretation, it nonetheless is a question most employers need to think about in their hiring practices. However, in doing so, they must be consistent and careful not to set up adverse impacts within their organization.
In early June 2021, I believe, the EEOC did determine that employers can legally require COVID-19 vaccination for employees to re-enter the workplace and can provide incentives for employees to get the vaccination. However, it is important to note that companies need to provide reasonable accommodations for employees who are exempt from mandatory immunization based on the Americans with Disabilities Act, Title VII of the Civil Rights Act, and other federal laws.
Should companies consider incentives for vaccination or employees to voluntarily confirm vaccination, then they should also make a reasonable effort to find alternative arrangements for employees who are unable to get vaccinated for medical, disability, or other reasons. Regardless of what direction a company chooses, it must be careful not to establish protocols that unduly influence employees to share medical information or that could be considered discriminatory or unfair in the workplace.
While employers are required to provide a safe work environment, I do not believe clear guidelines have been established yet, to provide direction to employers in this unique, and hopefully, post COVID-19 marketplace.