10 Things to Consider When Hiring Staff Today
Over the past four weeks, the recruitment landscape has changed dramatically in the face of COVID-19. After talking with clients and contacts across all of our industries, we want to share with you ten things we’ve learned in the hopes that they can provide some clarity and guidance for recruiters and hiring managers.
1. Critical hiring is a priority:
Recruitment has slowed in recent weeks, but critical recruitment is still “active” for most companies. Recruitment for key job positions designated by the FCA continues as usual, especially for mission-critical and senior positions. Employees with strategic growth have also remained resilient enough in the face of the pandemic.
Many companies use the experience of 2008/2009 to position themselves for growth. Interest in our Talent Pipeline service is also growing. Companies use this service to find and attract quality candidates who currently have more time to speak.
2. Set of frames for video:
This is a no-brainer.
In recent weeks, companies around the world seem to have started using Zoom and other video calling apps, and staffing companies have followed suit. We are also seeing an interesting trend in companies conducting “first round” phone interviews through Zoom, which we believe is a positive development.
However, for adaptation, we recommend that everyone go through the Zoom and Skype tags. We love this article, which offers simple tips for making a quality call.
3. A job seeker is less likely to accept a job instead of venture capital:
Unlike companies that hire via video calls, many candidates, especially passive ones, feel uncomfortable accepting job offers this way.
It’s clear. Despite all the benefits of video technology, it is difficult to break old habits. There is still nothing better than a handshake and a face-to-face first impression for assessing cultural relevance and compatibility. Attempts to increase acceptance in this way will ultimately lead to poor results. Be patient. You must contract to account for 12 month anniversaries, not a start date.
4. Assessment of cultural relevance may be associated with the reorganization:
We believe that video naming will remain for a long time. In the long term, this will be beneficial for companies, as it will save time and money, and therefore increase productivity.
A common stumbling block is the “white of the eye” moment. It is extremely difficult to assess two-way cultural relevance over the phone or during a video call. Using internal examples for cultural referencing is a good start, but not reliable, and the same can be said for psychological assessment tools. We want to know if there are effective tools that you use to assess cultural relevance.
5. Hiring a BAU for some:
Companies that have spent a lot of time remote recruiting and onboarding have made little difference beyond prioritizing critical hiring activities. Technology companies, in particular, continue to adhere to their standard processes, although they are focusing on hiring mission-critical employees.
6. For most, however, the BAU recruitment period is 3 months:
Most companies are impartial about the situation. Government support has helped ensure a balanced response and means that most companies continue to monitor BAU’s HR performance.
Recruiting firms are getting their BAU channel in good shape to respond quickly once normalized, with video interviews for BAU roles now to place preferred candidates for a final face-to-face interview after the block is over.
Most of the companies we spoke to are working with a three-month horizon to return to BAU’s hiring and operations. They follow this timeline day by day and week by week. If the clouds on this three-month horizon do not clear up anytime soon, we forecast a more significant slowdown in recruitment.
7. The experience of adaptation is changing:
Most people who need to get a new job are still starting work, but with a different adaptation experience. Laptops and computers are mailed to your home and the registration process has moved online. We have not yet had any concerns about candidates joining in this way. However, there is a question mark regarding a candidate’s long-term experience and its impact on future employee turnover and retention.
8. Were attracted to new operators, but with a delay in registration:
Some start dates have been delayed, but fortunately, hiring has not yet been canceled in our client base.
The main reason for the postponement of the start date is related to the previous paragraph. Many clients do not feel able to guarantee a flawless onboarding process. Instead of risking a bad experience for newbies, they decided to reschedule the start dates.
However, this left some candidates in limbo.
In one example, the start date was delayed by two months because the new employer sent most of the existing employees on vacation. The new candidate cannot start a new job, he resigned from his previous position six weeks ago and was replaced, so he cannot access his new employer’s vacation scheme. Now they are going through an indefinite period without wages and benefits.
9. Internal HR teams have more time to work on all functions:
Internal hiring teams are more likely to work in more varied roles as they display greater ability throughout their workday. This includes hiring specialists, who usually turn to third-party recruiters. The ripple effect is a healthy potential pipeline, but a less relevant proposition for recruiting agencies.
Our Critical Talent, Market Intelligence and Talent Pipeline services are more popular than ever, with internal teams seeking support in many different ways.
We encourage all recruiters to consider various services (free or paid) that will support internal teams.
10. Internal and network recruitment gives more confidence:
Understandably, hiring managers are reaching out to those they know more than ever. The same applies to a former colleague, consultant partner, or referral. All of these can give the hiring manager a better indicator of future success.
Rational? They would rather be confident that the people, company, and culture fit together than take a step of faith with a new employee, even if they have a better experience.
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