Job Search

It’s safe to say that 2020 changed the foundations of the recruiting industry (like most others). Changes that were expected to take years have transpired in months because of the COVID-19 epidemic.


But, as we approach the halfway point of 2021, are these shifts likely to persist?


Many employees were obliged to work from home last year due to necessity. However, this necessity has given rise to a new opportunity, with many businesses discovering that business can continue as usual regardless of where their teams are located. As a result, many companies are now taking a hybrid approach to workplace locations. The notion of a “workplace” has shifted substantially – a shift that will indeed persist long after the pandemic has passed.


But, in the long run, what does this seismic shift mean for IT and office administration recruitment? In a nutshell, digitization.


The Era of Hybrid Working

The traditional hiring process has been turned on its head due to the pandemic, with many recruiters (as well as clients and candidates) rushing to adapt to a wholly remote experience. However, for many people, remote work has become the new normal. Thus, completely virtual recruiting is here to stay.


Many organizations have taken a haphazard approach to recruitment in the past year, aiming to fill talent gaps in a panic. Digital hiring solutions such as online exams and video interviewing, on the other hand, should not be viewed as a band-aid for the COVID-19 age. Rather, XA Talent coaches its clients to adopt a long-term hiring plan.


Virtual recruiting necessitates the same level of care and attention as traditional hiring methods, and employee retention should always be a top focus. A bad hire can cost a lot of money, so getting it right the first time is critical.


With the advent of hybrid work environments, many companies increasingly cast a wider net when hiring new employees. As a result, recruiters must use hiring technologies like artificial intelligence (AI) and automation to boost productivity and optimize the recruitment process when screening through a larger candidate pool.


XA Talent utilizes algorithms and AI, for example, to automate the resume screening process, ensuring that all candidates receive appropriate responses with the right timing. This technology is also utilized for scheduling interviews. As a result, candidates anticipate a more seamless application process when applying online, and there are no more excuses for clumsy application processes or failure to respond to candidates in 2021 and beyond.


Despite technological advancements, XA Talent finds it critical to keep recruitment personal. Candidates deserve special attention, which is why a successful hiring process should still include personnel on both ends. Intelligent automation should augment the recruitment process, not replace it, by filtering through data swiftly, transparently, and without error.


The Dilemma of On-Screen Talent Assessment and Hiring

Although the recruitment world has changed drastically in the last year, the hiring procedure remains the same — with some tweaks to assure the quality of candidates while recruiting electronically.


Social media and online job boards have long been essential tools for sourcing people, and they will continue to be so in remote recruiting, especially in the technology and office administration industries where demand for candidates is high.  


XA Talent utilizes multiple social media platforms, including LinkedIn, to ‘headhunt’ talent for senior roles that may not be publicized due to company confidentiality. XA Talent combines the use of a proprietary database of vetted candidates and an out-of-the-box strategy to find the best candidates for the vacancy.


Given that new hires are now less likely than ever to interact with recruiters face-to-face before onboarding, recruitment beyond 2020 must be able to assess and choose talent virtually.


As a result, online psychometric and aptitude examinations are becoming more popular as recruitment tools. When remote recruiting, it’s also critical to incorporate the company’s culture and values into tests or surveys to see if a candidate is a good fit and will stay with the company.


Even with technological developments, this screening process can take a long time and requires meticulous attention to detail to guarantee that only the top candidates with the necessary qualifications and skills are presented to clients.


The Last Barrier

With remote hiring becoming more common, we will expect in-person job interviews to become a later stage of the hiring process when both the recruiter and the candidate are confident that the position is a suitable fit.


As a result, XA Talent utilizes online assessment tools and online video technology to help with virtual recruitment. As opposed to email or phone interviews, video interviews provide a more thorough look at applicants simulating an in-person experience.


Even though video conferencing is now extensively utilized, XA Talent personalizes the candidate’s experience to develop a relationship. In addition, because digital interviews do not need travel, they are more convenient to plan and can be recorded and shared with key stakeholders (with the candidate’s agreement) to improve the selection process.


Furthermore, everyone’s time is valuable. A virtual interview is considerably easier for a candidate to schedule than an in-person interview, so they can accommodate availability sooner which potentially shortens the recruitment life-cycle and more specifically, the time to hire.


Many hybrid applicants would be disqualified in the traditional recruitment process due to their lack of availability for interviews and the need to devise a reasonable excuse for not being present in the physical office location where they would ordinarily have to work. This is no longer an issue with virtual recruitment.


Taking the Hiring Process to the Next Level

Organizations must take the time to adapt the traditional hiring process to the new, more digital working style to ensure the quality of worker’s output. With complete knowledge that the hybrid style of working is here to stay even post the pandemic, recruiters must adapt to a modern way of working.

But why should the hiring process end once the new hires have accepted the job offer? XA Talent coaches clients to give the same attention to personnel in the post-hire talent acquisition process as it does to candidates in the pre-hire onboarding process helping to reduce turnover.


Remote recruiting, when done correctly, can not only reduce time, free up resources, lower hiring expenses, and expand the pool of candidates but also help firms retain employees.


Isn’t that, after all, what good recruitment is all about?

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Aiyaz, VP of Recruitment and Staffing

Aiyaz Uddin

VP, Recruitment and Staffing

With over 15 years of experience in the industry, Aiyaz brings a wealth of knowledge and expertise to our team by strategically positioning clients to attract, engage, and pipeline the most sought-after talent in information technology utilizing open-source intelligence, talent solutions, and machine learning tools for federal and local government contracting firms, and commercial employers. Aiyaz has a proven track record of success in matching the right talent with the right opportunities, leading to long-term and mutually beneficial relationships.


As a leader in the industry, he is constantly seeking out new and innovative ways to improve our services and deliver the best results for our clients and job seekers.

Aiyaz is a certified tech recruitment professional with an MBA in Finance & Marketing along with M.Sc. Psychology. Additionally, his drive to seek new and innovative approaches to talent acquisition led him to speak on LinkedIn Talent Solutions by LinkedIn and HackerEarth’s Tech Recruiting Conference Hire 101.

Under Aiyaz 's leadership, XA Talent has become a trusted partner for companies looking to grow their teams and job seekers looking for their next great opportunity. Aiyaz and our team are committed to delivering an exceptional experience for everyone we work with.


Get in touch with XA Talent today, and let us help you find your next great opportunity.

Peyton Brooks, VP of Workforce Development

Peyton Brooks

VP, Workforce Development

As a firm believer in continuous development and self-improvement, I attained a Bachelor of Science in Marketing from Howard University and a Juris Doctor Degree from The George Washington University Law School.


My passion for service to the community drove me towards the workforce development industry, where I have been in active pursuit to change the trajectory of lives and shape communities ever since. With nearly a decade of experience doing so, I have helped thousands of individuals obtain access to more short-term, affordable, and convenient upskill and reskill opportunities across the nation.


Given my vast industry expertise, I provide management consulting services to workforce
development organizations helping them with customized solutions, specialized curricula, strategic partnerships, and employer engagement. My consulting leverages deep technical knowledge as well as strategic and tactical approaches to provide the best solutions with data-driven outcomes. 


My proven experience in building workforce development systems have led me to develop and evangelize best practices for workforce development programs that include the following outcome-based attributes:

– Livable wages and sustainable careers in high-demand industry sectors
– Job placement-focused programs with strong employer partnerships
– Data-driven understanding of regional skills gaps; and
– Comprehensive skills training that includes practical application work experience with career coaching.


My ability to thrive in the workforce development industry is attributed to my strong interpersonal skills, which have enhanced my capabilities to understand what people truly mean to communicate when attempting to express their business challenges. This trait has set me apart from the rest, as I can identify and resolve the root cause of challenges resulting in proper alignment of investment to desired business outcomes.


Therefore, as a leader of cooperative outcome-focused efforts, I would like to connect with
professionals who are interested in collaborating to improve communities and change the trajectory of lives through sustainable career attainment.

Abigail Jpones

Abigail Jones

Chief Marketing Officer

As a CMO passionate about innovative, results-driven marketing strategies, I help companies accelerate tech talent acquisition, enhance executive visibility, and build impactful brands. My entrepreneurial experience, including building startups in London, fuels my work as as a Chief Marketing Officer at XA Talent.

At 𝗫𝗔 𝗧𝗮𝗹𝗲𝗻𝘁, my role transcends traditional marketing, designing marketing strategies with talent in mind to strengthen talent pipelines and enhance company reputations. A successful organization begins with its people, and our approach ensures we attract individuals who can best contribute to and thrive within your organizational culture. These strategies are continuously refined in response to technological disruption, ensuring that securing brilliant minds enables your company to grow consistently and achieve its broader goals, furthering your mission to make a meaningful societal impact.

We specialize in tech talent acquisition and executive search while working closely with CEOs and senior leaders to manage their executive branding, which significantly impacts and enhances their employer brand. This collaboration enables them to hire on demand, build influential alliances, and foster advocacy for sustained business growth.

Additionally, I provide 𝗳𝗿𝗮𝗰𝘁𝗶𝗼𝗻𝗮𝗹 𝗖𝗠𝗢 𝘀𝗲𝗿𝘃𝗶𝗰𝗲𝘀, helping companies develop strategic marketing plans, drive thought leadership to enhance brand visibility. As a speaker, I share insights on entrepreneurship and marketing, aiming to inspire and empower the next generation of leaders. My mission is to merge innovative marketing strategies with recruitment solutions to foster talent development and organizational growth.

When I’m not strategizing, you can find me attending marketing events and exploring new technologies and trends to bring fresh perspectives to the table.

Personally, I have lived in five countries – Malaysia, Australia, Dubai, the UK, and the US.

✈️an avid traveler
📑completed my MBA in London
👩🏽‍🍳love to experiment with new recipes at home
🤸🏽‍♀️absolutely love Pilates to strengthen my mind and body!

If you are interested in learning how to use your voice to build a strong workforce, connect with me and stay updated with my latest insights.

Evan Jones, Founder and CEO

Evan Jones

Founder and CEO

After 20 years of delivering IT management consulting and infrastructure operations & management services to the federal government (XA Systems, LLC and hiring thousands of employees over the years, Evan and his team have developed a system that scales a company's personnel recruitment with culture-driven candidates who contribute to the success of the business.


As a technology-based business focused on continual process improvement, the methods he and his team have developed have been improved over the years and are centered on employer branding and recruitment marketing that results in a pipeline of engaged candidates ready to be hired on demand. He believes every business can succeed and create an impact if they are willing to take uncomfortable action with the right tools and knowledge. He’s determined to stand in the gap and provide the tools and knowledge businesses need.


To date, he has played a role in the growth and development of more than 30 companies. He has worked behind the scenes of SMBs and massive 8 to 10-figure companies helping them overhaul their processes, reinvent their recruitment marketing strategies, and drive growth, both in net profit and an overall employer reach into job seeker communities.


With a passion for business transformation, Evan has developed his own technology, an enterprise SaaS solution, ServeOptics, that delivers service support performance metrics to IT leaders who need actionable insights to make informed business decisions. The more visibility of operations that exists with real-time performance metrics and automated reporting, the more efficient and effective companies can be in their service support operations, which enables a business to gain a significant competitive advantage in their industry.


Evan is interested in connecting with forward-thinking business professionals who want to collaborate on business opportunities or discuss how his recruitment system can enable a business to attract top-tier candidates, employ on-demand, and retain its best employees.