Q.

Collect the information from any source on Nepalese market and

discuss on the current scenario of recruitment and selection post during
Covid 2019.

Answer Despite the fear and uncertainty surrounding humanity’s latest global
challenge, economies around the world are still holding, our societies are functioning
-almost- normally, and for your typical ‘nine-to-five’ employee, daily life at the office
is more or less the same.However, The Covid-19 corona virus went from an outbreak
to a full-on global pandemic. The general public is slowly edging towards confining
themselves to their homes and this spells trouble for businesses and institutions across
all sectors. 

In context of Nepalese market, Employment rates, (which hit historic highs at the end
of 2019), are expected to dip in the coming months. Some companies are considering
halting their hiring process until the situation improves.Rather than panic or chalk
recruitment and employment up as failed ventures, employers should be considering
ways to ensure that their offices and prospective employees are safe from the Covid-
19 threat.

There are 3 points that employers and candidates should consider:

1- The threat of corona virus does not mean no one is hiring or that candidates aren’t
actively looking for placements.

2- We have the means to prepare and protect people in the workplace.

3- You can easily digitize your work and recruitment flow.

Digitize Your Recruitment

Yes, a worldwide outbreak is a good enough reason to hesitate. But understanding
how the threat spreads and how people contract the virus can help you better prepare
your recruitment process. Chances are that you’re sourcing candidates online.
Whether you’re using social media, online job portals, advanced ATS or recruitment
software, this phase of the process does not need to change. There’s very little contact
with the candidate beyond phone calls and emails.

The Interview
Digital interviews are an absolute win in this situation. Not only do you protect
yourself, your employees, and the applicant, but you also provide your prospects with
a measure of flexibility.

 Asking candidates to interview remotely, from a personal or familiar setting is a

commonly well-received concept. In fact, with the Covid-19 situation, the gesture
alone will most likely make them want to work for you even more.
The Candidate
Beyond the interview phase, contact with the candidate might cross over from the
digital world. At this point, employers would be worrying over whether the disease
would hitchhike its way in on the candidate’s first day on the job. But interview
questions could be the solution here. Make sure to ask your candidate if they’ve
traveled to affected areas in the past few weeks, whether they exhibited symptoms and
so on. Though unconventional, these questions are a necessity given the worldwide
exposure to this corona virus. 

It’s important to note that the above is valid so long as it does not breach or conflict
with your local laws and regulations. If a candidate is suspected of being exposed to
COVID-19, a self-imposed quarantine is highly recommended.The situation is
different for recruitment agencies. As they typically manage large candidate
databases, it might become a touch too difficult to keep track of which candidate has
been traveling lately, which have or have not quarantined themselves, and so on. 

The Model
The way employees motivate each other in an office setting is an important factor for
maintained productivity. It’s a simple psychological fact that we adopt and display
similar characteristics to our coworkers. This is mainly the reason employers shy
away from the remote work model.

On the other hand, if you’re hiring during the Covid-19 pandemic, it might make
sense to adopt this model, both for new recruits and current employees. In fact, with
how disturbing the outbreak is, you can consider offering remote work to your
candidates and employees until the situation settles. Either way, this model is a
perfectly valid option to maintain your operations throughout this crisis. Perhaps
consider an ATS with on boarding features that help you track and evaluate the
candidate’s performance throughout their remote work journey.

The Talent Gap

The talent gap has been a recurring global challenge for years now. Employers have
been dealing with this issue the best way they can, by hiring and training candidates
who do not yet have the knowledge or skill for the position.The solution itself is an
admirable one despite that it requires significantly more time and effort to get these
candidates up to speed. Though the pandemic will most likely make the search for the
right talent a bit more difficult, it also gives you the chance to consider global
recruitment. Most people will be avoiding travel for the foreseeable future, and the
talent you need might just be looking for work somewhere across the world. Being
open to the long-distance remote work model can help you build the team you’ve
always wanted; the right talent for the right job.

Preparation is Key
Whether employers decide to go for remote work or keep to the office model, it’s
important to remember that the global outbreak isn’t as worrisome for some people as
it is for others. Create a culture of hygienic practices in the workplace in which your
employees maintain their welfare. (through regular use of hand sanitizer, limited
physical contact such as handshakes, awareness of their physical wellbeing, etc). Even
if you don’t want to risk hiring until it’s all over, you can still prepare for it. Digitize
your recruitment, leverage virtual meetings, forge online connections, and maintain
conversations with promising talents for future placements.

The Covid-19 pandemic will eventually pass. We don’t know when, and we don’t
know how long it will last. But we do know that recruitment doesn’t have to grind to a
halt for this crisis to pass. If anything, whenever this outbreak ends, employers will
have very little time to hire candidates and position themselves for the next phase of
growth