ABSTRACT
The COVID-19 pandemic has changed the dynamics of human resource procurement, forcing businesses and organizations to adapt for talent acquisition and recruiting. This research examines the impact of the new normal on recruiting, recruitment methods, and job seeker perceptions, with a focus on changes in the recruitment process from traditional methods to digital. Primary data was gathered from 51 respondents with different demographics, while secondary data was collected from journals and existing reports. A quantitative approach, percentage, Likert scale, ANOVA, and regression models were listed to analyze the relationships that are modeled through the various recruitment methods and job seeker expectations, and how they differ from the traditional face-to-face methods. The research indicates that recruitment methods using digital platforms (LinkedIn, Google+, and Facebook) are easily regarded as the most dominant online method of recruiting, and the digital platforms have provided job seekers with convenience, transparency, and accessibility. Notably, job seekers positively perceived online platforms and articulated a time-saving and user-friendly experience; however, issues regarding no feedback or personal interaction continued to exist. The new normal indicates recruitment processes with procurement strategies must respond to potential employer concerns about efficiency and cost while responding to candidate expectations about fairness, transparency, and engagement. Therefore, the new normal should be able to identify that a procurement strategy of digital with evaluation and recognition of fairness becomes a significant contributor to employer branding and job seeker satisfaction. This study provides insight for HR managers to take forward when aligning new recruitment processes with changing expectations.
