Complete guide for IT resources handover process & checklists

Many talent attraction leaders were trying to retain traditional recruiting processes early in the pandemic. Yet attempts to return to the status quo appeared to be postponed as months passed while many are looking for support project handover. Finally, it became evident that there was no longer a status quo to uphold, and businesses needed a partner they can rely on in crucial times.

Looking for the talent wherever possible

With the abrupt move from home for businesses with a broad knowledge base, the talent pool will be even more globally dispersed in 2021. Some workers and job seekers in metro areas like New York and San Francisco have found that they are no longer needed to live in those areas to work or find employment. This fueled an exodus from these suburbs as workers migrated to more affordable areas.

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As evidence of this change, the number of homes sold in San Francisco has risen by 96% year-on-year (May to July 2020 vs May to July 2019), according to recent data from Zillow. In the summer of 2020, real estate prices in less costly and adjacent Lake Tahoe soared 20%, mainly due to the Bay Area professionals’ migration. This makes it necessary for the enterprise to opt for IT services in the USA.

For TA practitioners, what does this mean? With the growth of remote work and the distribution of talent beyond conventional hub areas, you can search for candidates almost anywhere (about possible taxes and other complications of jobs in places where your company is not active).

Not only do you have further opportunities to recruit great applicants when geography no longer restricts your talent pool, but you can also concentrate on selecting individuals with the skills and expertise that most fit the purpose of your business. That’s a much better use of the resources which can be made possible by completing the project handover process as an excellent new hire will ensure progressing the tasks swiftly.

Arranging the flexible work environment

Many businesses have spent the past few months reconsidering how and where workers will work once returning to offices is secure.

For example, we recently launched a workforce development strategy for our 10,000 employees with three new career opportunities: in-office job, permanent remote/homework, and flexibility (a combination of the two).

This where the IT services provider can come to play and provide the enterprise with a flexible work environment in which employees can work from home when they have to be efficient; and when they need to collaborate, making it more appealing to applicants for information jobs.

A flexible working arrangement, for example, eliminates the need for workers to endure routine, long commutes to the workplace, a central component of stress, and a potential deal-killer for the nominee. A recent Gallup poll shows that nearly two-thirds of remote employees prefer to keep working from home.

Diversifying the talent pool

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Remote work is bound to revolutionize organizations from a diversity and inclusion viewpoint. Accessing previously untapped talent markets using support project handover way. This helps businesses reach the global market while making it easier to attract a more cultural and ethnically diverse workforce.

The move to a remote workforce will also allow you to attract candidates across the skill spectrum who may find a significant challenge coming into an office regularly. It might be possible to quickly access work articles and the assessments, and other online recruitment resources that meet usability criteria.

Quick checklist for a successful hiring

  •  Continually emphasizing the human side of recruiting, given these stressful times.
  •  Throughout the recruiting process, empathy and comprehension will help put applicants at ease. It gives them a bigger chance to shine, which can lead to a more productive interview.
  •  Add sensitivity to job requirements. This is possible by making applicants realize that working parents and others struggling these days are given the necessary flexibility.
  •  Virtual interviews are highly preferable as they help demonstrate maturity, empathy, and a sense of humor—because disruptions can and do happen.
  •  Tactfully dealing with passive applicants as they are not actively searching for work. Try identifying if their motive is to deal with the fear of “last hired, first fired.”
  • Showing empathy when something goes wrong in interviews will allow you to reassure those candidates that working for you is worth the effort.

An IT services provider’s key role is to be versatile in handling the interview and hiring the right talent for a crucial role. The human resource managers may also ask candidates if they require unique interview accommodation, e.g., by using a telephone instead of video for those without a useful internet link, rather than putting the pressure on them to request an accommodation.

Project-based human recruiting

It’s ironic, but the recruiting process was a little more human by nature as many workers were forced to work from homes and rely even more on technology.

You can’t walk a candidate around your amazing offices because of the pandemic and entice them with free meals anymore. Nor can you rely on the vitality of open workspaces and pool tables to thrill applicants.

Instead, the human contact between the recruitment or hiring manager and the applicant has become a much more significant factor in the candidate’s experience. At expandFORCE, we turn your hiring ideas to reality by matching your business requirements with a dynamic team that demonstrates the necessary skills for getting the work done.

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