Challenges and lessons learned from COVID-19: how to evaluate and recruit for vacancies at a distance


The new coronavirus pandemic has become the biggest trend accelerator observed to date. Processes that were previously done offline or in person, in whole or in part, became digital processes in a matter of weeks or even days. At Cushman & Wakefield it was no different and, in two weeks, managers, coordinators and officers quickly organized to migrate around 500 employees to the telework format.

In this sense, despite the difficulties arising from the pandemic, the Recruitment and Selection area, led by Cynthia Colon, Human Resources Manager, quickly adapted to the new scenario of the hiring and integration process for new employees and, most importantly, maintained the high level of quality in selection processes. Cynthia Colon, analyzes some of the benefits and difficulties that have arisen due to the rapid transition from the on-site to the virtual selection process:

Some of the challenges identified:

  • Management of several tools to schedule and conduct interviews;
  • Loss of candidates due to the process of e-mails and phone calls;
  • Loss of candidates due to scheduling conflicts;
  • Inability to follow high-volume candidate plans and make faster hiring;
  • Talent acquisition process slow or inefficient.

Aware of the difficulties that arose in this change, the R&S team quickly adapted and sought to further improve its performance to overcome this moment of changes and insecurities. Cynthia highlights the importance of the team's proactive stance in the face of challenges “It was and still has been quite challenging, but we are constantly analyzing our processes and actions, correcting routes and planning to reach even higher levels. We can and must learn from this unique moment that we live, but it is necessary to look at the situations very clearly to understand what can be done to stimulate the growth and evolution of deliveries ”.

In an increasingly technological world, it is essential to understand the positives and negatives of technology, extract the supremo from each one and learn to work around the limitations in order to maximize the work done. With the pandemic, the R&S area had the opportunity to increase the reach of its operations, being able to work with anyone and anywhere in the world. With the new tools incorporated by the area, it is now possible to carry out the entire selection process, such as job vacancies (via the and LinkedIn portal), interviews (Skype and Teams), tests (Disc) and hiring by virtual means, without the need to move the home team. Since the implementation of these new tools, at the beginning of the pandemic, the team identified important gains with the completion of the selection process completely online, such as:

  • Flexibility;
  • Real-time responses;
  • Greater reach of candidates;
  • Agility in hiring;
  • Time saving.

The online recruitment process is a practice that is here to stay and in a world where challenges are increasingly constant, innovation, new working methods and the technologies that help in this process have become crucial for companies to remain competitive and with a good level of service, both for external and internal customers. The challenge started to be to maintain the quality of delivery, and to understand that, with dedication, it is possible to do a great job, increasing the quality of the service performed.


About Cushman & Wakefield
Cushman & Wakefield (NYSE: CWK) is a leading global real estate services firm that delivers exceptional value for real estate occupiers and owners. Cushman & Wakefield is among the largest real estate services firms with approximately 53,000 employees in 400 offices and 60 countries. In 2019, the firm had revenue of $8.8 billion across core services of property, facilities and project management, leasing, capital markets, valuation and other services. To learn more, visit or follow @CushWake External Link on Twitter.



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