5 Tips to hire talent during the current economic crisis
Should employers be investing in digital interviewing tools? Will the Coronavirus outbreak make remote working the new reality for the future?
The steps you take today to successfully recruit, on-board, train and avoid losing out on top talent whilst strengthening your employer brand will determine what the future will look like for most businesses post the current Covid-19 Crisis.
Here are some tips/food for thought when looking at your recruitment and on-boarding in these unprecedented times.
1. Remote Hiring is the new future in a Post-Pandemic world.
Let the public know that you are still open, still hiring and moving forward. Candidates will naturally continue to gravitate towards you if that is your message.
Ensure you are refreshing and cleansing your job adverts online. Old adverts can potentially be viewed as no longer relevant and you will certainly get more traction on new adverts.
You then need to ensure you have your Recruitment/On-boarding strategy in place to progress them through their recruitment journey.
2. Digitalise your recruitment, on-boarding and training.
All industries (if you haven’t already) need to quickly adapt their recruitment process to a complete digital strategy – this needs to include the interview process, which needs to be well thought out, with a formal structure, also thinking about it from a candidates point of view – when comparing your opportunity to others, have they been given all the information to enable them to understand what is required from the role, the team, the company culture, benefits etc. – you have to remember that when interviews used to happen on site, they would see an environment, the type of people that work there, the office etc. When involved in a digital interview – if this isn’t discussed, they only have the role to go from and so you need an outline of areas to cover.
You then need to plan their on-boarding and what that will look like, if they are home based, when is their equipment being sent out to them, how/when is that all being set up and what communication you are going to have with them up until their start date to ensure they have no reservations and that they are excited to start their new role.
You then need to get to work on a thorough training plan. New employees need to spend a lot of time with their new teams via video calls, as humans we are a species that need to have human contact. They need to start to create bonds within the team as they would in an office environment. If part of your typical training process includes shadowing perhaps start to consider recording your team do “what they do” before your new recruit starts so that they are still able to see your team in action. Or look at technology that allows you to video call and see the screen whilst your experienced employee is making that “sales call” or whatever it is that the position does.
And most importantly, keep your new recruits close, ensure that you are keeping the dialogue open so that they know you are there and you can anticipate how they are feeling everything is going.
3. How about sharing some tips with your virtual interviewees?
HR and Department Heads are working even harder than usual to adapt to the new challenges we are facing. To ensure that the time spent on recruitment activities – such as interviews is maximised – how about sending out interviewees some tips on how to prepare and succeed in a virtual interview beforehand?
Tips such as:
· Run a technical test
· Ensure that you look professional (if that is how you would expect them to be)
· Eye contact is still critical – look at the camera
· Ensure you are in a private space where the interview can happen.
You want these candidates to be successful – so set them up for success.
4. Once you have successfully on-boarded your candidates, you do not want to lose them after all the hard work has been done!
There are clearly a significant number of industries still thriving (digital and technology to name a few). Unfortunately some industries are really struggling to hold on to their businesses – hospitality and the travel industry as examples are grappling to stay afloat. There are vast amounts of candidates with transferable skills from these industries that can find opportunities in other thriving sectors.
It is of the utmost importance that when you bring on board new employees that communication, training and embedding them in the culture of your business is extremely important as you need to remember, this crisis will eventually end. Struggling businesses in the future will thrive again and will then be recruiting and looking to attract their top talent back – resulting in a recruitment storm.
You do not want to have wasted the time and money you have invested in recruiting and training new employees for them to leave you. Look after and nurture them. Ensure they are happy and have everything they need to do their job well.
5. Stay connected with your candidates of tomorrow.
Now is the time to plan for the future. Stay connected with those exceptional candidates that you currently do not have positions for.
Even though you think a position is unlikely at the moment, you don’t know what is round the corner.
If you do not already have a strategy in place for keeping your speculative candidates warm, it is worth considering where you would like to divert them. Whether it is a brief company blog or an email campaign list which could include what your business is doing/how it is performing/new products etc. you will then be in a position to make them aware of your new vacancies when they arise and hopefully they are still interested in joining you, as they have stayed up to date with the business, you can then hopefully attract them to apply for the role at that point.
If you would like to discuss anything in this article sooner or would like some help with your recruitment, or putting any of this in to practise, please do not hesitate to reach out.