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Recruiting in the new normal: 4 trends that are changing the way we look at talent

Recruiting in the new normal: 4 trends that are changing the way we look at talent

Social distancing is crucial to curbing the spread of COVID-19, and this important preventive measure has transformed businesses around the world. Our August 2020

COVID-19 Job Report reveals that nearly all organizations (98%) in the Philippines have implemented HR changes, with 74% adopting work-from-home (WFH) setups and 48% changing their methods for finding and interviewing job candidates.

To stay ahead of the curve, hirers must learn how to leverage current trends to reach, find, and select better candidates. In this article, you will learn about emerging recruitment trends that affect the recruitment and selection process in the Philippines.

Digital recruitment is the new normal

Two out of five candidates we surveyed were actively searching and applying for jobs during the crisis, with 35% monitoring job opportunities. Ramping up your digital presence will make you more visible to prospective hires.

Even before COVID-19, most jobseekers have already turned towards digital platforms to find jobs. But now that social distancing has become necessary, even more candidates are seeking jobs through online portals.

Beyond online job seeking, candidates now expect the next steps of recruitment to be done virtually. JobStreet found that job ads with online interviews perform 50% better than those that require face-to-face interviews. This said, consider revamping your recruitment process to cater to the digital trends of today.


Virtual interviews allow you to evaluate candidates in a safe but effective manner. Here are some tips for conducting online job interviews:

  • Inform candidates that they will be interviewed online. “Give them context for why you’re using video interviewing, and very specifically give guidance about the experience and what’s expected from the interview,” Imo Udom, chief strategy officer at Outmatch, shares in an article for the Society for Human Resource Management (SHRM). When sending the link to the online interview, make sure all attendees have the correct time for their respective time zones.

  • Test your Internet connection and devices. Make sure all your devices (lights, camera, microphone, speakers, headphones) are working properly and that your Internet connection is stable.

  • Be prepared. Study the candidate’s resume and make a list of interview questions based on his or her work experience and skills. Be ready to answer any questions the candidate may have about the job opening and the company.

  • Rid yourself of distractions. Keep your virtual interview professional by choosing a quiet, well-lit space, dressing in corporate attire, and using headphones or earphones to minimize background noise.

Hiring demands are being reinvented

Before COVID-19, hirers focused on candidates with the ideal qualifications. Now, the perception of unfit candidates is changing.

Since the crisis has negatively affected the work situation in the Philippines, more candidates are entering the job search market with employment gaps. That said, hirers are also considering overqualified or underqualified candidates for their job postings.

Additionally, hirers are also open to employing candidates who have lost their jobs due to COVID-19. Our survey shows that 95% of hirers no longer automatically reject retrenched candidates.

While this trend allows more opportunities for jobseekers from different walks of life, it may be more tedious for hirers to sift through applications.

Tip: To connect instantly with the right talent, utilize online job portals with a large database of candidates and AI-driven search recommendations. JobStreet has a Smarter Search feature which recommends job ads to jobseekers based on their profile and digital behavior.

Jobseekers expect flexible work arrangements

Our research shows that candidates are now considering flexible work arrangements before company prestige. Jobs that allow work-from-home arrangements are the most in-demand during COVID-19.

This desire for greater work flexibility is not exclusive to the Philippines. According to global HR and recruitment firm Adecco, 75% of workers surveyed are in favor of “hybrid working”—spending 51% of their time at the office and 49% working remotely. Most C-level leaders (77%) believe that their companies will benefit from this more flexible setup.

Providing a home-based option for your employees may benefit both you and the employee in the long run. JobStreet found that most candidates find themselves productive when working from home.

Tip: A downside of the work-from-home arrangement is that it will demand expenses from candidates. Knowing the hidden costs of working from home, consider giving an allowance for Internet and electricity bills. Providing relevant benefits such as this will attract more candidates.

Health benefits are more sought-after than ever

These days, your ideal job candidate may choose health and safety over a bigger paycheck. As much as possible, offer employee benefits that promote workplace health and safety. Provide shuttle services and COVID-19 tests for on-site employees.

Aside from providing ample physical health benefits, consider offering mental health support for your candidates as well. Thirty-seven percent of employees working longer hours at home are juggling work with household responsibilities. Now more than ever, employees need mental health support from their employers.

Plan your workforce for the future

The greatest asset of any company is its people: The success of a business hinges on the skills, experience, knowledge, and effectiveness of its employees. Given how the pandemic has changed how and where we do our work, what kind of skills and talents should your company focus on during recruitment? Perform a skill gap analysis to determine what new roles and skills are required for your future organizational goals.

Changes in your business model may mean different skills gaps from before. You can prioritize the required technical skills and experience for your job openings. You may also consider hiring for transferable skills that demonstrate agility and adaptability—skills that are vital in today’s fast-paced, technology-driven workplace.

Recruit the best candidates for the job with Talent Search. Access one of the largest talent databases in Asia and get instant talent recommendations once your job ad is posted. Find out what Filipino candidates are looking for by using our interactive data exploration tool in our Laws of Attraction portal. And for more expert insights and industry news, visit our COVID-19 Jobs and Resources Hub.

Data sources:

JobStreet Philippines Internal Database, September 2020 JobStreet Philippines COVID-19 Job Report, August 2020 Edition

At JobStreet, we believe in #JobsThatMatter. As a Career Partner, we are committed to helping all jobseekers find passion and purpose in every career choice. And as the number 1 Talent Partner in Asia, we connect employers with the right candidates who truly make a positive and lasting impact on the organization.

Discover Jobs That Matter. Visit JobStreet today.

About SEEK Asia

SEEK Asia, a combination of two leading brands JobStreet and jobsDB, is the leading job portal and Asia’s preferred destination for candidates and hirers. SEEK Asia’s presence span across 7 countries namely Hong Kong, Indonesia, Malaysia, Singapore, Thailand, Philippines and Vietnam. SEEK Asia is part of the Australian Securities Exchange-listed SEEK Limited Company, the world’s largest job portal by market capitalization. SEEK Asia attracts over 400 million visits a year.

About SEEK Limited

SEEK is a diverse group of companies, comprising a strong portfolio of online employment, educational, commercial and volunteer businesses. SEEK has a global presence (including Australia, New Zealand, China, Hong Kong, South-East Asia, Brazil and Mexico), with exposure to over 2.9 billion people and approximately 27 per cent of global GDP. SEEK makes a positive contribution to people’s lives on a global scale.

SEEK is listed on the Australian Securities Exchange, where it is a top 100 company and has been listed in the Top 20 Most Innovative Companies by Forbes.

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