A Guide To Recruiting In Challenging Times

Source: Forbes
By: Rebecca Skilbeck

The COVID-19 pandemic has propelled businesses into a strange new reality. For many, the dynamics of virtually every aspect of operations have shifted overnight. Few have remained unscathed - organizations are faced with the need to scale back operations and cut costs, create and manage virtual workforces, or ramp up and adapt to sudden surges in demand for their products or services. Some organizations face all these challenges simultaneously.

HR professionals and recruiters are feeling the impact - 38 per cent say the health crisis is severely impacting their hiring plans, while a further 39 per cent say it’s having a moderate impact. 

Consumers panic-buying goods has meant that supermarkets and logistics companies have to substantially expand their teams to cope with increased pressure on their supply chains. Demand for call center employees has surged as people seek information and switch to virtual interactions with service providers. In response to the unprecedented medical crisis, the demand for frontline healthcare workers has seen a 12.6 per cent increase in the hiring rate year-on-year.         

Other industries have suspended hiring as restrictions on non-essential activities, social gatherings and travel have jettisoned demand for their products and services. The impacts on the travel, recreation and hospitality industries have been catastrophic.

Regardless of whether your business is freezing, slowing or accelerating recruitment, there are key principles recruiters should consider to ensure candidates have a positive experience and that you continue to build a strong employer brand through the crisis.

Over-communicate with candidates and set clear expectations

It is critically important to communicate with candidates and set clear expectations - regardless of your current hiring situation - and to do so with respect and sensitivity. Now is not the time to go-cold or “ghost” candidates. With job security in question, job seekers are feeling anxious and exposed. They are under pressure to find a job quickly and pivot to apply for open roles in the small number of industries still hiring. Clear, honest and timely communication will be appreciated.

If you are suspending hiring, be transparent with candidates and set clear expectations. Ensure they understand how the process will be impacted in the short- and long-term. If you are likely to be hiring again in the future, assure them their application will be kept on hand and considered again when the role is reopened. Encourage them to stay in touch. Consider adding them to your talent pool and create nurture campaigns to keep key talent engaged for future opportunities.

For businesses on an accelerated hiring spree, make sure candidates understand the immediate opportunities available to them and be honest about the long-term prospects. Is it a stopgap role only, or is there the prospect of longer-term employment and growth within the company? Candidates will appreciate the transparency.

How you treat candidates during a sensitive time like this is a reflection of your organization’s values and culture. It will impact candidates’ perceptions of your business and, ultimately, their decision to work with you now or in the future. Ensure you engage each candidate positively during this time. 

Shift recruiting online

If your business is hiring at scale during this time, you will need to find ways to expedite the process. 

With increased unemployment and growing uncertainty in the job market, you can expect to receive far more applications than usual. How do you manage a sudden overwhelming influx? Consider investing in an applicant tracking system (ATS) to attract and sort applications. If you already have technology in place, include additional screening questions on the application form to quickly create shortlists of the most suitable candidates. 

While social distancing measures remain in place, virtual meetings via video-conferencing platforms are becoming the new normal. Many of us have experience catching-up socially via Zoom, Googlemeets, Whatsapp or Skype, but this is entirely different to a video interview. Candidates may not have done a video interview before and this may be quite daunting. Help candidates understand what is expected of them during the interview and offer tips in advance to help them feel more comfortable. 

This may also be the first time you’ve done video interviews with candidates. Be honest and open with candidates so they understand that this is a first for the business and there will be room for learning along the way. Consider inviting their feedback to reinforce that you care about the quality of their experience. Take the time to ‘break the ice’ and establish rapport with candidates at the start. Pre-recorded video interviews are also an option - this allows candidates to record answers to questions at a time and place that suits them. 

Keep new starters front of mind

With the shift to remote working, and emphasis on social distancing, many new hires are onboarding virtually. In the current environment it's more important than ever that you get your onboarding right and ensure your new hire has a positive experience from the start. Starting a new role can be scary and challenging at the best of times. Now is the time to go overboard with onboarding - focus on creating a sense of purpose, connection and reinforcing the employee value proposition sold during the recruitment process.

To foster connections with colleagues and understand the dynamics of the workplace (that usually come through face-to-face onboarding), HR teams and hiring managers will have to get creative. Personal welcome videos, photos of hand drawn signs, company swag arriving via mail - adding a personalized touch will help new hires feel connected to the organization. Arm new starters with relevant guidance and information ahead of their first day. Create a schedule for their first week, so they can ‘meet’ not just colleagues they will be working closely with, but also people from across the business to give them a sense of who’s who, and compensate for the lack of in-person contact. 

Managers may need to adjust their expectations of new hires. It may take them longer to add value to teams as they’re missing out on face-to-face interactions and on-the-job learning. Create and foster open communication channels so they feel comfortable asking questions and coming to terms with this unique situation. This will reduce uncertainty, improve engagement and productivity and ensure the onboarding process is as smooth as possible.

With each day, our workplace will continue to change rapidly in ways we can’t predict. Get on the front foot with your hiring and onboarding strategy, and be ready to pivot as things change. Maintaining candidate-first hiring and onboarding throughout this crisis is a business priority that will pay off in the long-term.