Hiring in Uncertain Times
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Global pandemic. Economic collapse. Nationwide lockdown and political turmoil. Major wildfires and catastrophic explosion.

No doubt about it: 2020 was full of utmost, world-shifting events.

We are navigating through unprecedented challenges that require us to change how we work, interact and rethink our paths through this difficult landscape. With the coronavirus vaccines rolling out, there’s hope for 2021. Even so, spiking infection rates signal a long, challenging season and the recession means few businesses can expect a return to pre-pandemic “normalcy” anytime soon.

While hiring during this time may seem daunting, this is can actually be a prime opportunity for companies to get ahead of the curve and secure the very best talent on the market. We see companies continue to strategize on their workforce planning and hiring and using this time to plan, deploy and train their workforce in preparation for recovery. Here are a few golden rules to hiring in challenging times:

Plan and Optimize Your Market Brand

A strong brand story has long been a cornerstone of any successful talent engagement strategy. This doesn’t necessarily mean having the biggest name in the marketplace, but a reflection of your organization’s core values in how you’re supporting your employees and candidates in these uncertain times.

Reevaluate your job descriptions & marketing

One way to convince top applicants to apply to your open roles is through effective job descriptions. Your job descriptions give you the opportunity to sell the most in-demand applicants on your open roles and your organization as a whole, so it’s important to focus on more than just the requirements of your roles.

You know that candidates are searching for jobs online, so it’s important to make sure that your open roles appear in their search results. The best way to do that is to make sure that you are writing job descriptions that use the most common keywords and phrases that candidates for that job would use to search. Especially given the circumstances, many job seekers at the moment might be applying to your open roles from outside industries, this will help ensure you’re not limiting your talent pool to applicants who have direct industry experience.

Make the most of technology

Over the last decade, there has been a significant uptick in companies shifting to remote and online marketing strategies, but the COVID-19 crisis pushed many to step it up.

Candidates are going to do their due diligence and research potential employers before they get in touch. That means your employer value proposition and overall message need to be consistent and spot on. If your career site is not already mobile friendly, this can be a good downtime project for your team to work on. Any changes to your site or application should always be tested on a mobile device to make sure it’s a user-friendly experience.

The social media platform is an extension of your employer brand. By leveraging these platforms such as LinkedIn and Twitter in fostering a positive image not only within your own network, but also with unknown talent, you can showcase what it is like to work at your organization or empower employees to act as brand ambassadors to better attract candidates.

Keep Candidates (and Employees) Engaged

From text recruiting to mobile designed career sites and applications, connecting with candidates remotely isn’t something you can afford to neglect. Candidates value transparency and honesty, which is one of the reasons we believe that feedback to candidates is vital, even in the case of an unsuccessful interview. It is important that you try and convey exactly what is happening, how you’re dealing with it as a business, and what it might mean for them as a new employee.

Similarly, it is also important for your team to stay connected with one another each step of the way. Employees are any organization’s top source of competitive advantage and the companies that prioritize the people side at all times are set up for success in the long haul. In a remote work environment, there’s the danger of quieter employees getting lost in the shuffle. Make sure you reach out to everyone, even people you’re not having meetings with on a regular basis.

With your communications during times of crisis, it is just as essential to be upfront and transparent with employees. Outline the current situation and how it impacts your business – along with any changes your organization might be making to adapt. Your team might not have all the answers to every question right away, but you can practice compassion by showing employees you understand their concerns and keeping communication flowing as you have updates.

Start Your Hiring Pipeline Now

Whilst it may be tempting to put a hold or freeze on recruitment during uncertain times, the importance of having a strong workforce can’t be underestimated when it comes to preventing a business slowdown.

If hiring is on the horizon for 2021, now is the time to start looking at the skills gaps that you have whether inside or outside of your organization, or a blend of both. Assessing skills gaps allows you to be more streamlined during the recruitment process and identifying specific areas will ensure that you’re making the correct hire technically as well as culturally. So, invest today in smart, strategic thinking to determine what skills you may need and create pools of talent that you can dip into in the future.

We are on the cusp of a new and positive era. If nothing else, 2020 has shown our ability to endure unanticipated difficulties and adapt quickly—and often on a large scale. Now that we know we’re capable of more than we’d thought, we may be better able to rise to whatever challenges 2021 has in store.