Due to the health crisis, in 2020 there are nearly 400,000 fewer jobs than last year and there is a 4.7% drop in the productive fabric.
The big challenge for human resources departments is asking the right questions to hire the best candidate.
At the start of the pandemic, telephone companies saw a 40% increase in online traffic on IP networks and that the use of messaging tools had increased five-fold.
Around 30% of the employed Spanish population telework and around 1 in 3 companies can offer this option.
BY RRHHDigital, 12:15 – 30 November 2020
Economic activity was affected after the global health crisis due to mobility restrictions, limitations and business closures. This means that in 2020, there are nearly 400,000 fewer jobs than in 2019 and a 4.7% drop in the productive fabric, according to official Social Security data. Indeed, from June to September, with the end of the state of alert, hiring fell by 30% over one year, but with the return to normalcy, companies whose activity has not suffered from the pandemic see the possibility of returning. to hire.
The business world and the workforce had to adapt to new needs, which posed major challenges for human resources departments, both in management and in the recruitment and selection systems of the staff for remote subcontracting. The data reveal changes compared to the procedures that were carried out before the Covid-19, since in the priorities of the companies, the motivation, the commitment of the workers and the management of the emotions in times of crisis come into play.
Questions like, “What will you do with a brick?” Which actor or actress would you like to bring your character to life if they made a movie of your life? Can you tell how many employees work in the neighboring building? They have given way to questions that help reveal who you are as a worker in exceptional circumstances like a pandemic.
From Sesame Time, the most comprehensive time control application on the market, they wanted to find out which issues are most appreciated by human resources departments when hiring today.
1. Do you have a space to work? Around 30.2% of the Spanish population telework and more than 30% of companies can offer this option, according to data from Eurofound and the Bank of Spain. Companies need to know if their workers will have a space in which they can perform the duties of the job without interruption, as well as what investments in technical support will be made.
2. What will you do if the Internet goes down? On March 16, at the start of the pandemic, telephone companies saw a 40% increase in online traffic via IP networks and that the use of messaging tools had increased fivefold. Spain is located in the fourteenth place in the world ranking of Ookla in terms of speed, data to improve according to Devolo. With this question, the HR team can thus assess the ability to solve the problems candidates face when faced with an unforeseen situation at home and what the solutions would be.
3. If you lost your cell phone and were alone, what would you do to be able to communicate? Today, it is more than ever necessary to know how to use all the digital tools available in order to be able to do the job fully digitally and in the most productive way. Teleworking cannot lead to a decrease in performance, which is why a good development of digital skills and an adaptation to telework that does not decrease the quality or the efficiency are important. Through this question, the Talent Management department can find out what the candidates’ digital and communication skills are.
4. How do you think the pandemic has changed you? For a business to function, emotional intelligence and empathy are two key elements so that through communication, united and engaged teams can be created. According to the latest Infoempleo study, teamwork is valued the most in human resources departments.
5. If we go back to phase 1 of the de-escalation, what will you do in the hour when you can leave the house? One of the most important keys for HR is time management. In fact, for professionals in the field, the two qualities are almost equally important when recruiting candidates. The effectiveness of teleworking is marked by the creation of a series of healthy routines and good time management. According to the latest surveys conducted by the Institute of Knowledge Engineering (IIC), 57% of people say they have worked longer since teleworking and 43% report having difficulties with digital disconnection.
The human resources departments will be the main protagonists of the recovery and need a great digitization of processes to be able to comply with new market demands; Tools like Sesame Time make it easier to manage workers remotely by ensuring that schedules are respected, digital disconnection and work harmony.