Hiring in the Age of Covid: 3 Factors that Can Mean Success or Failure

Hiring in the age of Covid-19 is nothing like hiring pre-Covid. Yet, many companies have not changed their approach to staffing one iota—which may explain why they’re unable to fill jobs.

Salaries are on the rise. Candidates are receiving multiple offers and negotiating like crazy. This is all happening while some workers sit on the sidelines, as they manage the challenges of unmet childcare needs and fear of catching the virus.

I know many of you thought the challenge of filling jobs would go away as soon as the additional unemployment benefits were lifted, but as I predicted in?The Great Refusal to Work Lie ?session, this is not the case.

Candidates are in the driver’s seat and most experts agree this isn’t going to change anytime soon. No doubt it’s a tough time to fill a job opening, which is why I encourage my clients to do whatever they can to hold onto the talent they have.

Many organizations are finding that their hiring managers are stretched too thin. These managers are doing their job and the job(s) of people who’ve recently left. As a result, they’re taking their eyes off the hiring process and missing out on great candidates.

They’re in a spiral of being too busy to hire. This spiral isn’t going to stop happening without an intervention.

Here are 3 factors to consider in the hiring process that can mean success or failure.?

1. Your sense of urgency

As part of my executive coaching practice, I work with leaders who are looking to advance their careers. For many, this means having to leave the company they’re in. Together, we put together a job search strategy that is targeted and effective.

Several of my clients have multiple job offers in hand in record time, while other companies they've been in conversation with are taking their sweet old time. These companies will be missing out on some great talent, as my clients will be accepting offers this week.

My coaching clients know that if they’re interested in a particular position, they must be in pursuit mode at all times. By that I mean, when they find an opportunity that appears to be what they’re looking for, they must keep their foot on the accelerator. Employers could learn a thing or two from this approach.

I hear stories all the time about how an employer is dragging out the hiring process, just like they were doing two years ago. This is a huge mistake.

Many candidates, like my clients, are fielding multiple offers and won’t be on the market when round six of the interview cycle is scheduled.

Create a streamlined process, which includes strict guidelines in terms of the timeline. Give hiring managers the ability to provide a solid offer once they decide on a candidate. This will help reduce the likelihood that you’ll need to make a counteroffer, if you want to hire a particular candidate.

2. Make your first offer your best offer

Counteroffers are on the rise, and it appears as if the sky is the limit. Low balling candidates is a costly miscalculation and could result in you having to begin the hiring process from square one again.

Come to the table with a rock-solid offer—one that is more than competitive.

Keep in mind that there is more to an offer than salary. Opportunities to earn a nice bonus or the chance to be awarded stock options is very enticing to candidates. Equally important is the knowledge that career opportunities really do exist in your firm. Be prepared to share specific stories about how people in the organization have been able to advance their careers.

Tell candidates exactly how you can help them achieve their career aspirations. When doing so, share stories of employees who’ve progressed in your organization.

Help people to see that you’re place of employment is a place where they can achieve their career goals.

3. Be flexible.

Working from home used to be considered a treasured benefit. Today, the ability to work from home is considered a requirement by many.

I know some of you really want to get everyone back to the office, but not everyone is ready to return. You have two choices. You can stick to your guns and spin your wheels (while working double time) or you do what you’ve asked your employees to do during the pandemic—pivot.

Third-party recruiters are finding that?80-90% of candidates are looking for a position that offers some flexibility. If clients aren’t offering flexible work options, many candidates are saying, “OK. I’ll wait. Call me when you have a position that includes flexible work options.”

Surveys consistently show there is a disconnect between employers and workers in regards to the amount of flexibility they expect.

According to an article in the Minneapolis / St. Paul Business Journal, nearly one-half of American workers said they'd either quit their job or start searching for a new one if they were required to return to full-time office work.

That same article cites a separate survey that highlights a major disconnect between employers and workers when it comes to the return:

A?survey ?conducted by?Robert Half ?shows the majority of employers — over 67% of them — plan to require their workforce to return to the office full-time when Covid-19-related restrictions are fully lifted.

I have no doubt these employers will be the first to complain they can’t find workers.

Don’t be like them. Workers want more flexibility. And if they don’t get it, they’ll be looking for other opportunities.

Your Homework:?Select a particular job that you’ve had a difficult time filling. Look to see if you can be more flexible in terms of where the work is done and the job requirements that you’re seeking in a candidate. Then, meet with your recruiting team to discuss what steps you can take to streamline the hiring process.

Give a few of these ideas a try and let me know how you fare. If you need help with your hiring strategy or you're interested in discussing how we might work together to dramatically accelerate your job search, schedule a call with me.

?Cheers!

Roberta