15 Tips to Hire Talent Post the Coronavirus (COVID-19) Pandemic
Talent leaders share tips on how businesses can hire top talent once this time of crisis is over, so their hiring efforts are successful. Dive in and share!
Many potential new hires who have applied for, been interviewed for, or even been offered a position are now in limbo. Since social distancing, self-isolating and working from home has become the new norm, due to the coronavirus (COVID-19) pandemic, recruiting and hiring at this time and after, has its own challenges. 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.
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
1.Lean on HR Technology to Manage Communications, Productivity, and Recruitment
Lindsay Dagiantis, VP of human resources, Envoy Global
“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. With an overwhelming amount of changes, like corporate office closures and the temporary suspension of visa appointments with the government, HR teams, foreign nationals and their attorneys have a lot to keep track of.
Businesses can implement technology to combat these challenges and streamline immigration-related services, facilitating a clear line of communication between all parties involved. At Envoy, our technology solutions are optimized to manage and streamline the processing of all necessary information throughout the immigration process. Human resources teams are already tasked with keeping track of various documentation throughout the petition process, so when instances like these arise, our technology is pivotal to helping facilitate cross-team communication and functionality at the most normal capacity as possible.”
Jennifer Ho, vice president of HR at Ascentis
“HR technology not only plays a key role in ongoing recruitment but can also be leveraged to keep current employees engaged and aligned during a time of social distancing. Fluid, timely communications during a time where we can’t have the “personal” touch HR teams love, technology enables us to create more personalized experience for both new recruits and current staff.”
2.Go Digital in Recruitment and Onboarding
Jeanniey Mullen, chief innovation officer, DailyPay
“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.
“We have accelerated recruitment timing at DailyPay. We’re in a unique position. As a fast-growing startup we provide mission-critical services for over two million employees. Anticipating a re-emergence after the global health crisis calms down, we’re not only focused on today, but hiring for tomorrow. We’ve pushed our HR Tech to help us thrive. We repurposed sales technology to enable video, chat, and TriNet, for seamless onboarding option.”
Manon DeFelice, founder and CEO, Inkwell
“Since in-person recruitment is not possible now, processes are shifting toward digital recruitment approaches. Companies will inevitably rely on trusted referrals since they will not be able to meet their new hires face-to-face. It is essential for companies to think beyond traditional “boys’ networks” and tap into more diverse talent pools for their referrals.
“Companies should make the hiring process like how the candidate will work at the company; they should mirror each other. Since we are all working virtually, interviews will need to be done virtually as well. Video conferencing technology enables organizations to connect with candidates in one-on-one chats and/or video presentations. Like in traditional interviewing, video interviews should be thoughtfully planned, with a formal structure and outline of areas to cover, with candidates well prepped in advance on the technology that will be used for the interview.”
Learn More: 15 Free Tools to Streamline Remote Work During the Coronavirus (COVID-19) Crisis
3.Shift Focus to the Current Workforce Rather Than Hiring New Talent
Lindsay Dagiantis, VP of human resources, Envoy Global
“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.
“The recent travel bans, closures and suspended visa appointments due to the COVID-19 outbreak all play a part in the logistics of foreign talent looking to secure and maintain jobs. Since there are so many unknowns when it comes to the impact of the pandemic, many HR teams are having to take a different look at their recruiting and talent acquisition activities and strategies. However, this gives HR professionals the chance to manage their current foreign talent and extend resources to help guide them through this unprecedented time. For example, over-communicating and empathizing with foreign talent through virtual lunch and learns, real-time updates and newsletters are all working to shift away from recruitment strategies to hone the wellbeing of their current foreign talent.”
4.Remote Hiring Is the New Future in a Post-Pandemic World
Chris Vennitti, president (Mid-Atlantic), Addison Group
“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.
Additionally, companies should refresh and cleanse their job postings online, new postings will get the most traction and ones posted even a month ago will be viewed as potentially not relevant anymore. Once this is accomplished, it’s important to live by a new process of “remote totality” which includes attracting, screening, recruiting, onboarding, training and developing a work routine for all new hires remotely.”
5.Continue Recruitment Efforts Using Virtual Interviewing Technology
Peter Baskin, chief product officer at Modern Hire
“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.
“As more and more of the workforce is working from home indefinitely due to COVID-19, HR is relying heavily on video interviewing, which will lead to HR teams starting to either reevaluate or leverage the technology they are using at scale. While tools like Hangouts, Zoom or GoToMeeting are convenient, they’re not designed to fit interviewing needs, as they’re designed for video conferencing. As a result, HR technology such as virtual interviewing solutions have been vital in the role of providing recruiters with the tools needed to complete a quality interview that is efficient and enhances the candidate experience.”
Tim Ihlefeld, president, Harqen
“Digital interviewing platforms like Harqen allow businesses to continue their hiring activities, including engaging and evaluating candidates, while also compressing their hiring timelines. In fact, Harqen has shown to deliver up to 70% improved time to hire, which ultimately enables organizations to win the competition for talent.
“HR technologies supports employers’ efforts to focus on business continuity plans and strategies. Remote HR workforce management tools are crucial as businesses shift strategies and enable employees to work from home (or remotely) so quickly and efficiently. The fast pace of innovation in the HR industry makes the talent acquisition cycle faster, simpler and more effective even when face-to-face meetings cannot be conducted. Digital interviewing will continue to expand and grow beyond the COVID-19 crisis.”
6.Pivot to Hiring Candidates for Flexible Roles
Manon DeFelice, founder and CEO, Inkwell
“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.”
Dr. Iman Abuzeid, co-founder and CEO, Incredible Health
“COVID-19 has led to hospitals having to be more flexible during the recruitment and hiring process. Current hospital staff have been redeployed to areas facing the greatest need, like the emergency room (ER) and the intensive care unit (ICU), and out of the operating room because many elective procedures have been put on hold. It’s expected that about 8% – 10% of COVID-19 cases will be healthcare workers, which is the percentage in Italy, so hospitals will need to prepare for a significant portion of their staff to become sick.
“As hospitals continue to rapidly hire healthcare workers, hiring managers can use digital platforms to enable automatic screening, automatic matching, and phone and video interviews. They might also remove the peer interview from the process to allow staff nurses more time on the hospital floor. Healthcare environments also need to adjust their workforce planning to enable more flexibility, and include adding more part-time and per diem roles to meet hiring demands.”
Learn More: Coronavirus Pandemic: 7 Business Continuity Planning Guidelines for HR
7.Invest in Agile Assessment Solutions to Support a Remote Work Environment
Tim Ihlefeld, president, Harqen
“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
“The virus revealed the need for technologies that support a remote workforce environment, needs that were previously misunderstood, undervalued or unknown.
“Businesses must now account for this immediate shift, which includes updated and revised talent acquisition processes. Agile digital interviewing and assessment solutions deliver efficiencies and predictive insights for multiple HR processes, including candidate assessment and prioritization.
“For example, during the initial assessment process, Harqen’s on-demand interviewing technology can analyze and recommend candidate compatibility from a single interview response, using machine learning algorithms. Hiring managers can then focus their efforts on those candidates most qualified and suited for the position.”
8.Review Your Applicant Tracking System (ATS)
David Webb, CEO, BrightMove
“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.
“The right ATS partner is crucial to respond to market shifts. Your ATS should scale based on your needs with no disruption to your business.”
Learn More: 10 Trends That Will Shape Recruitment in 2020
9.Streamline Your Recruitment Marketing Efforts Using Online Platforms
Tom Connolly, CEO of GattiHR
“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.
“LinkedIn is necessary, but insufficient, and too many companies are overly reliant on it. Marketing strategies must integrate the four major platforms (Facebook, Instagram, Twitter and LinkedIn) AND newer, more focused platforms (doximity, meetup, reddit, and even Care.com)
10.Share Tips to Succeed in a Virtual Interview to Attract Top Tech Talent
Ashwin Bharath, founder and CEO, Revature
“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. These include running a technical check, looking professional, making good eye contact and preparing a private space where the interview can be conducted. This ensures that HR does not miss out on a great candidate who did not come across well during the interview. Second, with India on lockdown due to the virus, core support IT projects are being shifted to the U.S. This means that people with foundational IT skills are more important than ever. HR needs to be ready to attract and bring in people with foundational skills to take on these important projects.”
Learn More: Will 2020 Mark the Second Coming of Flexible Work? Q&A With Candace Nicolls of Snagajob
11.Align Teams on Recruiting Strategy and Candidate Screening Criteria
Brian Westfall, principal analyst, Capterra
“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.
“Shelter-in-place orders have also made video interviewing software a must-have for companies that can’t conduct candidate interviews in-person. Web conferencing systems will do in a pinch, but companies would really benefit from the targeted functionality in video interviewing platforms to align teams on recruiting strategy and candidate screening criteria.”
12.Prepare Re-Opening Strategy Before the Crisis Ends
Barend Raaff, CEO, Harver
“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.
“Simultaneously, struggling industries should be conscious about the second wave that will happen when the crisis comes to an end. Hospitality and travel companies that re-open will be hiring at scale, pulling people back in. If the ‘thrivers’ collect enough data on the people they hire today, they will be able to predict the impact of this second wave.
“Companies that are struggling today, should remember that this crisis will eventually end and they should have a re-opening strategy in place. Keep former employees close because tens of thousands of companies will re-open overnight, resulting in an unprecedented recruitment storm.”
13.Build a Solid Talent Pipeline to Resume Recruitment When Needed
Jennifer Ho, vice president of HR at Ascentis
“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.
Companies are having to heavily rely on video-based interviews now more than ever. These video conference solutions are also being used to assist HR teams with recruitment follow up communication and new employee onboarding amid the pandemic.”
14.Stay Connected With Top-Tier Talent Digitally
Brandi Frattini, talent acquisition manager, CareerBuilder
“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.
“At CareerBuilder, we recently launched a new tool called SocialReferral which enables employers to leverage their employees’ networks to expand their recruitment reach and more easily find the right talent for open positions. In fact, employee referrals turn candidates into hires about 55% faster and those hires have a higher retention rate. Not only is SocialReferral a strong tool for bringing in new talent, but it’s also a great way for employees to engage and build relationships with one another. It helps organizations keep their employer branding strong which will be especially important when that company is focusing in attracting and bringing in new talent.”
15.Now Is the Time to Build Deeper Connections
Chris Vennitti, president (Mid-Atlantic), Addison Group
“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.
“Capturing these candidates and re-deploying proven resources is now the focus. The calls with these individuals have become much deeper in nature. Now, more than ever, these people need a recruiter to navigate the market and point them in the direction of companies and industries hiring.”
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