15 Tips to Hire Talent Post the Coronavirus (COVID-19) Pandemic
Greg Holmsen
The Philippines Recruitment Company - ? HD & LV Mechanic ? Welder ? Metal Fabricator ? Fitter ? CNC Machinist ? Engineers ? Agriculture Worker ? Plant Operator ? Truck Driver ? Driller ? Linesman ? Riggers and Dogging
Found an excellent article that I am sure many will relate to. Hope you get something useful out of this, here are a few paragraphs and tips as a taster:
Will the coronavirus outbreak turn the remote workforce into the new reality? Should hiring managers and employers invest in digital interviewing tools? Our panel of HR experts lead this conversation by weighing the pros and cons of the new workforce reality and share 15 unique recruitment strategies to hire talent and stay ahead of the curve.
As more and more employers look for alternative strategies to manage the workforce, here’s your vital briefing on:
- How companies need to pivot their recruitment marketing strategies
- How to shift processes during this time of crisis
- What role HR technology plays to facilitate the shift
? Lean on HR Technology to Manage Communications, Productivity, and Recruitment
“Technology is a key aspect that can help all teams, particularly HR professionals, manage communications, collaboration, and productivity during this time of uncertainty of the COVID-19 outbreak and help HR teams shift processes to keep current talent on track.
? Go Digital in Recruitment and Onboarding
“Industries need to immediately shift to a heavy reliance on digital for all aspects from recruitment, interview, onboarding and even termination pay. The use of digital job boards has become more popular. Growth industries, including Supermarkets are supplementing digital with grassroots efforts including in-store posters to reach people where they are.
? Shift Focus to the Current Workforce Rather Than Hiring New Talent
Recruitment has become increasingly difficult during this time of uncertainty, especially concerning foreign national talent. With foreign-born workers making up about one-fourth of the U.S. STEM workforce, HR leaders are not only struggling to maintain recruitment efforts, but also placing an increased focus on communication and care, shifting processes to focus on their current workforce. For companies who rely on bringing talent from offshore facilities to the United States on an as-need basis, such as IT companies, we expect to see this talent remain outside the U.S. and projects across several industries see a slow down on completion.
? Remote Hiring Is the New Future in a Post-Pandemic World
Companies need to first let the public know they are still open, still hiring and moving forward. The available candidate pool will gravitate towards those firms who are active in outreach.
? Continue Recruitment Efforts Using Virtual Interviewing Technology
The Coronavirus outbreak has forced many HR teams and recruiters to work remotely, they’re now relying heavily on virtual interviewing technology to maintain recruiting efforts. In-person interviews, conference calls and standard face-to-face meetings have now been shifted completely online. But while this pandemic is impacting the way we work, it’s also impacting the needs of some businesses that need to hire more urgently than ever before. As a result, hiring qualified talent in a quick and efficient manner is crucial to fill open positions and continue providing strong business outcomes during this time.
? Pivot to Hiring Candidates for Flexible Roles
Because of COVID-19, recruitment marketing strategies will need to pivot to focus on hiring candidates for flexible roles that can also be done from home. There are long-term benefits to having a more flexible workforce that will last well after this period is over. Flexible jobs help diversify teams by keeping parents – especially women – in leadership roles. Shifting to a more flexible workforce can also help companies save money by only paying people for the work needed in the moment during these turbulent times and beyond.
? Invest in Agile Assessment Solutions to Support a Remote Work Environment
Recruitment and related marketing strategies that remain the same as before COVID-19 will likely fail due to the following reasons:
- Shifts in the labor environment
- Changes in regulations around how nonessential businesses can conduct daily operations
- The pace at which hiring needs to happen in many industries
? Review Your Applicant Tracking System (ATS)
Good processes should work during this time. It’s a great opportunity to review your processes to ensure they scale in this real-world test. Your strategy should be to rely on your applicant tracking system (ATS) more than ever. If you’re fortunate enough to be recruiting for industries that are expanding, hiring additional recruiters should be part of your strategy.
? Streamline Your Recruitment Marketing Efforts Using Online Platforms
Video is now the interview process. Use it well, with more structure and hiring team coordination, and use it creatively, with one-way interviews, group interviews, and candidate presentations. Augment with online assessments as this can round out the interview picture and make up for what you lose by not being face-to-face.
? Share Tips to Succeed in a Virtual Interview to Attract Top Tech Talent
The global pandemic has brought about significant changes to business including an increase in remote interviews and the shifting of core IT projects from India to the US. For remote interviews, HR should send each of the candidates they will be interviewing a list of tips about how to be successful in a virtual interview.
? Align Teams on Recruiting Strategy and Candidate Screening Criteria
Many companies will need to quickly pivot their recruitment marketing strategies from “find the few” to “welcome the many” to shore up temporary staffing needs due to COVID-19. Recruiters need to explore contingency workforce sources, give applicants a variety of ways to easily apply online, and reduce role requirements, with the goal of lowering time-to-hire and getting people in place quickly to support critical functions
? Prepare Re-Opening Strategy Before the Crisis Ends
As a result of measures taken by various governments, we see an enormous wave of candidates from struggling industries (travel, hospitality) towards thriving markets (grocery, WFH jobs, healthcare.) The industries that are expanding due to this crisis can automate and speed up the recruitment process with tools such as video interviewing and digital assessments.
? Build a Solid Talent Pipeline to Resume Recruitment When Needed
Ensuring a solid pipeline of talent prospects will always be necessary. As companies may find themselves in a hiring freeze, an established pipeline ensures a smooth rebound when recruitment resumes. Also having a powerful employer branding strategy integrated with your recruitment strategy will help bridge any gaps.
? Stay Connected With Top-Tier Talent Digitally
Even during this time, companies should keep looking to stay connected with top-tier talent. Even if they are not expanding their workforces now, this strategy helps prepare a company’s talent funnel for future hiring pushes by making sure those conversations have already kicked off, and connections are made. Digital tools are an important element of this search. For example, companies can lean on their talent networks for support as they look for candidates to fit specific job openings. By tapping into an organization’s existing talent community, meaning those who have already applied to a position or signed up for job alerts and updates from the company, HR teams can reduce the time to hire and find candidates who are invested in their company’s vision, values and goals.
? Now Is the Time to Build Deeper Connections
Recruitment strategies have done a 180-degree turn in just the last week. Most focus is not on the employed and passive candidates that were looking to facilitate a move, but instead on the fantastic candidates that have hit the market due to the extreme circumstances.