Recruitment in Somerset

Hiring Talent Post the Coronavirus Tips

Many potential new hires are now in limbo due to the coronavirus (COVID-19) pandemic, making the challenge of attracting new talent even greater. The steps HR and hiring managers take today to avoid losing out on top talent and bolstering their employer brand will determine the future of most businesses post the COVID 19 outbreak.
So what will recruitment look like after COVID-19? Will the coronavirus outbreak turn the remote workforce into the new reality? Should hiring managers and employers invest in digital interviewing tools?

If you’re prepping for hiring in the future, keep the following elements in mind:

Prepare for sickness
Now, more than ever, companies should be thinking about what happens if their senior people get sick. Large companies might well have these plans already in place, but smaller operations often don’t, which can leave them unprepared for emergencies, especially if key people are away for any length of time.

Get your remote technology online
Being able to offer video interviews will be important. It’s quicker and more efficient, and after months of remote work or video conferencing, recruits will expect that to be an option.

Start hiring now
If you wait until your company comes back to “normal” to start trying to fill empty roles, you’ll lose valuable time (and talent). Until the economy allows people to get back to work in offices, you should be actively working to fill the roles you’ll need in the future.

“Companies have to keep a steady ‘hum’ on in the public domain,” says Joe Mullings, CEO of the Mullings Group, a search firm in the medical device industry, and CVO of executive recruiting firm MRI. “They need to be on social media platforms with messages like, ‘We’re still here, here’s why you want to work with us when we come back online.’”

You can be completing initial interviews virtually, doing due diligence and reference checks on candidates (or your agency does these) and lining up the best talent to come on board.

Consider upping employee benefits 
This crisis has led a lot of people to be more aware of the benefits their company has (or doesn’t have), and many workers may come back to hiring with very structured ideas about the kind of benefits they want and need. Companies may need to be prepared to offer more. That might mean better sick leave policies, more comprehensive health coverage, or other benefits related to people’s well-being.

Allow remote work
There are still large amounts of people working remotely and many are realising that they’re just as productive at home. Many roles will go permanently remote, and companies run the risk of missing out on talent if they can’t adapt.

Consider interim hires
You may have a lot of spots to fill when the economy starts running again, and that’s a daunting to-do at a time when you’re trying to get back up to speed as quickly as possible. You may need to fill some positions on a temp or interim basis.

All in all, there are a number of initiatives employers can do as we supposedly come out of lockdown, but the process of hiring new people has changed. Companies need to adapt technology wise as well as what they offer and to who.

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