IV SEMESTER DISSERTATION PROJECT SYNOPSIS REPORT

A STUDY ON “RECRUITMENT TRENDS THAT

SHAPED AFTER PANDEMIC”
Dissertation Synopsis Report submitted in partial fulfillment of the requirements for the
award of the Degree of

MASTER OF BUSINESS ADMINISTRATION

of
BENGALURU NORTH UNIVERSITY

By
SANSKRITI GUPTA
Reg. No.: P19RL21M0063
Under the guidance of
C. RAMANA REDDY
Professor

REGIONAL COLLEGE OF MANAGEMENT BANGALORE

Plot No 34/4 and 34/5, Mudugurki, Devanahalli,

Bangalore – 562 110
2021–2023
 ABSTRACT
The COVID-19 pandemic has brought significant changes to the recruitment landscape,
necessitating an understanding of the emerging trends that have shaped hiring practices. This
study examines the key recruitment trends that have emerged after the pandemic introduction
and explores their implications for organizations. The study highlights the following trends:
remote work and virtual hiring, increased reliance on technology, emphasis on soft skills, focus
on employee well-being and mental health, upskilling and reskilling initiatives, diversity, equity,
and inclusion (DEI) focus, and enhanced employer branding. Understanding these trends is
crucial for organizations to adapt their hiring strategies, optimize talent acquisition efforts,
strengthen employer branding, promote diversity and inclusion, improve employee retention, and
plan for future workforce needs. By embracing these trends, organizations can navigate the post-
pandemic job market effectively and attract top talent while fostering a resilient and inclusive
workplace culture.

KEYWORDS- recruitment trends, pandemic, remote work, virtual hiring, technology, soft skills,
employee well-being, mental health, upskilling, reskilling, diversity, equity, inclusion, employer
branding, talent acquisition, employee retention, workforce planning.
 INTRODUCTION

OVERVIEW
The COVID-19 pandemic has had a significant impact on recruitment and hiring practices
worldwide. Several trends have emerged as a result of the pandemic and continue to shape the
recruitment landscape. Here are some recruitment trends that have become prominent after the
pandemic:

1. Remote Work and Virtual Hiring: With the shift to remote work during the pandemic,
organizations have embraced virtual hiring processes. Remote interviews, virtual job
fairs, and online assessments have become the norm. This trend has allowed companies
to access talent from a wider geographic pool and has increased the acceptance of remote
work arrangements.
2. Increased Reliance on Technology: Technology has played a crucial role in facilitating
remote hiring processes. Video conferencing platforms, applicant tracking systems,
online collaboration tools, and AI-powered recruitment software have become essential
for virtual recruitment. The use of automation and AI in screening and shortlisting
candidates has gained traction, streamlining the hiring process.
3. Emphasis on Soft Skills: The pandemic has highlighted the importance of adaptability,
resilience, and effective communication. Employers are placing greater emphasis on
assessing candidates' soft skills, such as teamwork, problem-solving, and emotional
intelligence. These skills are considered essential for remote work and navigating
uncertain and rapidly changing business environments.
4. Focus on Employee Well-being and Mental Health: The pandemic has brought mental
health and employee well-being to the forefront. Organizations are recognizing the need
to support their employees' mental health and are incorporating well-being initiatives into
their recruitment and retention strategies. Flexible work arrangements, wellness
programs, and employee assistance programs are being prioritized to attract and retain
top talent.
5. Upskilling and Reskilling: The pandemic has accelerated digital transformation and
disrupted traditional job roles. To adapt to changing business needs, employers are
focusing on upskilling and reskilling their existing workforce. The emphasis is on
 identifying transferable skills and providing training opportunities to enable employees to
take on new roles within the organization.

TOPIC CHOSEN FOR STUDY

“Study on Recruitment trends that shaped after Pandemic”

NEED FOR THE STUDY

Studying the recruitment trends that have emerged after the introduction of the pandemic is
important for several reasons:

1. Adapting Hiring Strategies: Understanding the new recruitment trends helps

organizations adapt their hiring strategies to the current job market. By staying informed
about the latest practices, companies can optimize their recruitment processes, attract top
talent, and remain competitive.
2. Remote Work and Virtual Hiring: The shift to remote work and virtual hiring has
become a significant aspect of the post-pandemic job market. Studying these trends helps
organizations learn how to effectively conduct virtual interviews, assessments, and
onboarding processes, ensuring a seamless remote hiring experience.
3. Talent Acquisition: Recruitment trends impact talent acquisition strategies. By
analyzing the current trends, organizations can identify the most effective channels for
sourcing candidates, the skills and qualifications in high demand, and the expectations
and preferences of job seekers. This information can help companies refine their talent
acquisition strategies and target their efforts more effectively.
4. Employer Branding: Recruitment trends also influence employer branding efforts.
Understanding the expectations and priorities of job seekers in the post-pandemic
landscape enables organizations to enhance their employer brand. By aligning their
branding efforts with the emerging trends, companies can position themselves as
attractive employers and differentiate themselves in the competitive job market.
5. Diversity and Inclusion: The post-pandemic era has brought increased awareness of
diversity, equity, and inclusion. Studying the recruitment trends related to DEI helps
organizations identify best practices for building diverse and inclusive teams. It allows
 companies to address biases, improve representation, and create a more inclusive
workplace culture.

OBJECTIVE FOR THE STUDY

1. Understand the impact of the pandemic: The objective is to examine how the
pandemic has influenced recruitment practices and identify the key trends that have
emerged as a result.

2. Identify remote work and flexible arrangements: Investigate the shift towards remote
work and flexible arrangements in recruitment practices, including the adoption of virtual
interviews, remote onboarding, and the use of collaborative tools to facilitate remote
collaboration.

3. Assess the rise of digital recruitment: Explore the increased reliance on digital
platforms for sourcing, screening, and selecting candidates. Examine the usage of AI-
powered recruitment tools, video interviewing platforms, online job fairs, and virtual
assessment centers.

4. Analyze the importance of employer branding: Examine how organizations have

prioritized their employer brand during the pandemic to attract and retain top talent.
Investigate the use of employer branding strategies, such as showcasing company culture,
emphasizing employee well-being, and highlighting remote work benefits.

5. Understand the impact on candidate expectations: Investigate how candidate

expectations have evolved due to the pandemic. Analyze the importance of work-life
balance, remote work options, health and safety measures, and employee support
programs in attracting and retaining talent.

SCOPE FOR THE STUDY

1. Remote Work and Virtual Hiring: The pandemic necessitated a significant shift toward
remote work and virtual hiring processes. Exploring how organizations have adapted
their recruitment strategies to accommodate remote work, conduct virtual interviews, and
assess candidates' remote work capabilities would be valuable
2. Technology Adoption in Recruitment: The pandemic accelerated the adoption of
technology in recruitment processes. Investigating the use of artificial intelligence,
automation, video interviewing platforms, applicant tracking systems, and other
technological solutions in the post-pandemic recruitment landscape would provide
insights into emerging trends.

3. Skill Requirements and Job Redefinition: The pandemic prompted organizations to

reassess their skill requirements and redefine job roles. Studying how job descriptions,
required skill sets, and competencies have evolved post-pandemic would shed light on
the changing demands of the job market.

4. Remote Onboarding and Employee Engagement: With remote work becoming more
prevalent, understanding how organizations have adjusted their onboarding processes and
employee engagement initiatives to ensure a smooth transition and maintain strong
connections with remote employees is crucial.

5. Diversity, Equity, and Inclusion (DEI) in Recruitment: Examining how organizations

have addressed DEI considerations in their recruitment practices post-pandemic would
provide insights into efforts made to promote a more inclusive and diverse workforce.

6. Candidate Experience and Employer Branding: Analyzing how the pandemic has
influenced the candidate experience during the recruitment process and the subsequent
impact on employer branding would help identify strategies and best practices for
attracting and retaining top talent.

7. Flexible Work Arrangements and Hybrid Models: The pandemic accelerated the
adoption of flexible work arrangements and hybrid work models. Investigating how
organizations have incorporated flexibility into their recruitment strategies and adapted to
hybrid work environments would be valuable.

8. Talent Acquisition Strategies and Skills Gap Analysis: Assessing the strategies
organizations have employed to attract and retain talent post-pandemic, as well as
analyzing the skills gap and talent shortages in specific industries or job roles, would
provide insights into the evolving recruitment landscape.
 9. Implications for HR Professionals: Understanding how HR professionals' roles have
transformed and the skills and competencies they now need to navigate the post
pandemic recruitment landscape would be relevant for professional development and
strategic workforce planning.

10. Long-Term Impact and Future Trends: Examining the long-term impact of the
pandemic on recruitment practices and predicting future trends in talent acquisition
would provide valuable insights for organizations and HR practitioners.

RESEARCH METHODOLOGY
To conduct a comprehensive analysis of the recruitment trends that have emerged after the
pandemic, a mixed-method research approach can be adopted. This approach combines
qualitative and quantitative methods to gather and analyze data from multiple sources. Here's an
outline of the research methodology.

TYPES OF PLAN

1. Research Objective: Clearly define the objective of the study, which is to examine the
recruitment trends that have emerged or evolved as a result of the COVID-19 pandemic.

2. Research Design: Determine the appropriate research design for the study. Consider a
mixed-methods approach, combining quantitative and qualitative data collection methods
for a comprehensive understanding of the trends.

3. Sample Selection: Define the target population for the study, such as HR professionals,
recruiters, and job seekers. Determine the sample size based on feasibility and
representativeness. Consider factors like industry sectors, company sizes, and geographic
locations for a diverse perspective.

4. Ethical Considerations: Ensure compliance with ethical guidelines and obtain necessary
approvals for conducting the research, especially when involving human participants.
Protect the privacy and confidentiality of the collected data.
 5. Data Collection: Conduct surveys and interviews with the selected participants to gather
relevant information. Design a comprehensive questionnaire for the surveys and prepare a
structured interview guide for the interviews. Use online survey platforms or face-to-face
interviews, depending on the feasibility and preferences of the participants.

6. Data Analysis: Analyze the collected data using appropriate statistical and qualitative
analysis techniques. Use software tools like SPSS or Excel for quantitative analysis and
thematic analysis for qualitative data.

SAMPLING
TYPES OF SAMPLING:

Simple random sampling and Stratified sampling.

Sampling Size:

50 sample size is selected.

Tools for data collection:

Online questionnaires and offline questionnaires.

SOURCES OF DATA

Both Primary data and Secondary data are collected.

PRIMARY DATA

 Surveys: Develop and distribute online surveys to HR professionals, recruiters, and

candidates. The surveys can include a mix of closed-ended and open-ended questions to
gather quantitative and qualitative data. Closed-ended questions can cover topics such as
remote work arrangements, digital recruitment tools used, changes in candidate
expectations, and emerging skill demands. Open-ended questions can allow participants
to provide more detailed insights and share their experiences and opinions related to
recruitment trends.
  Interviews: Conduct structured or semi-structured interviews with key stakeholders in
the recruitment process, such as HR managers, recruitment specialists, and hiring
managers.

SECONDARY DATA

 Published sources: These include books, academic journals, magazines, newspapers,

and other printed materials. Researchers often rely on these sources to gather information
and data related to their research topic.

 Research articles: Scholarly articles published in academic journals can provide

valuable secondary data. Researchers may use the findings, statistical data, or
methodology reported in these articles to support their own research or conduct meta-
analyses.

LITERATURE REVIEW:

The COVID-19 pandemic had a significant impact on various aspects of society, including the
job market and recruitment practices. This literature review aims to explore the recruitment
trends that have emerged or evolved as a result of the pandemic. By analyzing relevant scholarly
articles, reports, and industry publications, this review provides insights into the key changes
observed in recruitment strategies and practices.

 Shift towards Remote Hiring: The pandemic forced organizations to adopt remote work
arrangements, leading to a fundamental shift in recruitment practices. Companies
increasingly embraced remote hiring processes, utilizing virtual interviews, online
assessments, and video conferencing tools. Researchers emphasize the importance of
organizations adapting their recruitment strategies to effectively evaluate candidates'
remote work capabilities.

 Increased Reliance on Technology: The pandemic accelerated the adoption of various

technologies in recruitment processes. Artificial intelligence (AI) and automation tools
gained prominence for resume screening, candidate sourcing, and video interviewing.
 Virtual recruitment platforms and applicant tracking systems (ATS) became essential for
managing remote hiring workflows and tracking candidate data.

 Emphasis on Employer Branding: With heightened competition for talent,

organizations recognized the importance of building a strong employer brand during the
pandemic. Research suggests that companies that effectively communicated their values,
culture, and commitment to employee well-being were more successful in attracting and
retaining top talent. Employer branding efforts were directed towards highlighting remote
work policies, health and safety measures, and employee support initiatives.

LIMITATIONS

1. Time Constraints: The literature review is based on the available research and
publications up until September 2021. Since the recruitment landscape is continuously
evolving, there might be new trends and developments that have emerged since then,
which are not included in this review.

2. Limited Research Focus: The review is based on scholarly articles, reports, and industry
publications. However, there might be valuable insights from other sources such as blogs,
opinion pieces, and social media discussions that were not included in the analysis.

3. Regional Variations: Recruitment trends can vary across different regions, industries,
and organizational sizes. The review might not capture specific regional or industry-
specific trends and their impact on recruitment practices.

4. Lack of Empirical Evidence: Some of the trends identified in the review might be based
on anecdotal evidence or expert opinions rather than empirical studies. While expert
opinions provide valuable insights, they may not always be supported by robust empirical
research.

5. Data Availability: Access to comprehensive and up-to-date data on recruitment practices

and trends may be limited, particularly for newer or emerging practices that have
developed after the pandemic. This may impact the completeness and depth of the
analysis.
 6. External Factors: The study may not account for external factors that can influence
recruitment trends, such as changes in government policies, economic conditions, or
technological advancements. These factors can have a significant impact on recruitment
practices but may not be fully captured in the study.

7. Future Uncertainty: The post-pandemic period is characterized by ongoing changes and

uncertainties. The study may not be able to predict or account for future developments or
unexpected events that could further shape recruitment trends.

REFRENCES

 Rizun, M. (2021). The impact of COVID-19 on recruitment: a systematic review. Journal

of Open Innovation: Technology, Market, and Complexity, 7(2), 85.

 Huettinger, M., & Freiling, J. (2021). The Impact of COVID-19 on Recruitment

Processes: Insights from a Qualitative Analysis of German HR Managers. Journal of
Business and Media Psychology, 12(1), 39-53.

 Manap, N. H., & Mansor, N. H. (2021). A systematic literature review of recruitment and
selection during the COVID-19 pandemic. International Journal of Academic Research in
Business and Social Sciences, 11(14), 222-233.

 Society for Human Resource Management (SHRM). (2021). COVID-19's Impact on

Recruitment and Hiring. Retrieved from https://www.shrm.org/hr-today/trends-and-
forecasting/research-and-surveys/Documents/SHRM%20Research_COVID-
19%20Recruiting%20Report.pdf

 Deloitte. (2021). Recruitment trends report 2021. Retrieved from

https://www2.deloitte.com/content/dam/Deloitte/de/Documents/human-capital/deloitte-
recruiting-trends-report-2021.pdf

 Glassdoor Economic Research: Glassdoor's Economic Research section

(www.glassdoor.com/research) conducts research on various aspects of the job market,
including recruitment trends. They publish reports and articles that provide insights into
hiring practices, job seeker preferences, and market trends.
  HR Technologist: HR Technologist (www.hrtechnologist.com) is an online publication
that covers the latest trends and innovations in HR technology and talent acquisition.
They often feature articles and thought leadership pieces on recruitment trends and
strategies.

 Recruitment International: Recruitment International (www.recruitment-

international.co.uk) is a global platform that covers news, insights, and events related to
the recruitment industry. They provide updates on industry trends, recruitment practices,
and emerging technologies.

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