flevyblog

Flevy Blog is an online business magazine covering Business Strategies, Business Theories, & Business Stories.
MANAGEMENT & LEADERSHIP STRATEGY, MARKETING, SALES OPERATIONS & SUPPLY CHAIN ORGANIZATION & CHANGE IT/MIS Other

Hiring New Employees during COVID-19

Editor's Note: Take a look at our featured best practice, Recruitment Strategy Toolkit (606-slide PowerPoint presentation). Curated by McKinsey-trained Executives Boost Your Hiring Success with the Ultimate Recruitment Strategy Business Toolkit Are you ready to revolutionize your recruitment process? In today's fast-paced business environment, finding the right talent isn't just a task--it's a critical [read more]

Also, if you are interested in becoming an expert on Human Resource Management (HRM), take a look at Flevy's Human Resource Management (HRM) Frameworks offering here. This is a curated collection of best practice frameworks based on the thought leadership of leading consulting firms, academics, and recognized subject matter experts. By learning and applying these concepts, you can you stay ahead of the curve. Full details here.

* * * *

Editor’s Note: Grant Stanley is a seasoned Business Coach and a Sales & Marketing Expert with a 20+ year outstanding Sales and Marketing record. He is also an author on Flevy, where he has published materials from Business Fundamentals to Management and Leadership Excellence.  Take a look at all of Grant’s Flevy best practice documents here.

* * * *

If your business is hiring, the process may look a little different now, with in-person interviews or conversations needing to shift to video calls. You will also need to adapt your recruiting practices to keep your candidate pipeline full. I hope this guide will provide you with five methods you can implement now to help your business effectively recruit, hire and on-board new employees as a remote team, which will help your company continue to recruit the top talent that can fulfill your staffing needs.

A new study by Doodle revealed that only 16% of HR professionals in the USA said they were prepared to go fully virtual with their recruitment and on-boarding programs. The study also found that remote meeting tools tend to be low-priority items in HR budgets despite the surge in remote meetings, that new employees who were on-boarded virtually had a hard time feeling like part of the team, and that HR managers struggled with employee engagement and effectively integrating them into the corporate culture.

The future of business and the hiring process as it relates to the COVID-19 pandemic is uncertain, so small businesses will need to be flexible and adjust their usual practices until face-to-face business is again possible. Here are five steps you can take now to adapt your hiring practices.

1. Let people know you are recruiting.

Many qualified candidates who were looking for jobs before the pandemic may assume that most companies are not hiring during the crisis, so you must make it well known that your company is actively seeking new employees.

Companies need to first let the public know that they are still open, still hiring and moving forward. The available candidate pool will gravitate towards those firms active in outreach.

Make sure all of your current job postings are listed on your company’s website, and call attention to your open positions on social media and your other marketing avenues to help find the right candidate.

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.

You can also draw upon your current employees to help get the word out by leveraging their own social media. Encourage your company staff to share the job posting on their social media. The more shares, the bigger the reach. Offer incentives for any company employee that can share why they love working for that company within the job opening post!

2. Have a detailed employee recruitment procedure.

If you are hiring during corona virus, you need a detailed and well-thought-out procedure or recruitment plan in place before you begin the process. Hiring completely remotely will be a vastly different experience from hiring in person, and it is your responsibility to the company and to potential employees to make sure you have a process that will work.

Make certain you have a system in place to test out your technologies ahead of time and ask the interviewer to do the same. Anything you can do ahead of time to make sure everything goes smoothly is a good start.

Much of the preparation for hiring a new employee will be the same as if you were hiring in person. You will compile a list of candidates, narrow them down and choose which ones you will interview.

When you extend the invitation for a video interview, make sure you detail exactly how the process will go and what the candidate should expect.

  • Include all necessary information, such as time, date and who will call whom.
  • Provide a link to the video meeting.
  • Tell them whether this position is permanently or temporarily remote.

Remote recruitment must involve giving plenty of information to prospective candidates and ensuring you are vetting the applications that come in. There is bound to be a plethora of applications. Set strict standards for what you want in an applicant, make those clear on the job posting, and cut anyone who does not meet them. It is crucial to being able to go through this process remotely.

3. Be realistic in your offer.

It is a very uncertain time for businesses and employees alike, so when you are recruiting, be sure that your company can support a new employee with no reservations or modifications.

When you are hiring during a crisis, I think you need to be very conscious of what you can offer. Make sure it is going to be a long, permanent position – to the best of your knowledge – complete with competitive pay and benefits.

If you think or know that circumstances will change after the crisis has passed, such as the employee shifting to in-office work, explain all of that out when you give the job offer.

Whether it is a permanent position or temporary, ensure that the new recruit and the company are on the same page. Things are different now and will be different after the crisis. Company leaders must have clear plans.

4. Prioritise remote working skills.

Because many people are working remotely indefinitely, it is in your company’s best interest to place a special focus on skills for remote work when you are hiring. Effective communication, organisation, conscientiousness and self-direction are all useful skills in remote work.

While your company may not be fully remote forever, specifically seeking these skills in job candidates can make their transition into your company easier and increase their initial productivity, since there may be less of a learning curve to adjust to remote work.

You may also consider making certain roles that you are recruiting for completely remote.

Remote recruitment allows organisations to access more candidates than ever in the comfort of their own homes. Many companies that are hiring during corona virus are hiring specifically remote or freelance positions.

5. Utilise your existing candidate pool.

Many companies have pools of candidates who have previously submitted applications and may be seeking a job during the crisis. If you would like to avoid an active recruitment campaign, you can shift your focus to this existing pool of candidates and hire from there.

We are focusing more on passive candidates – i.e., existing candidates, potential candidates we’ve been keeping an eye on, unsolicited applications. Optimising an existing talent pool affords companies something to tap into as they are executing their crisis exit strategy.

This approach can give companies the space and time to recruit the right employees who will go full force on new initiatives once the crisis has passed and businesses have resumed their normal activities.

44-slide PowerPoint presentation
The Fiaccabrino Selection Process is a powerful methodology for interviewing and screening the best people for your organization. The objective is to select those people who will be the highest performers with the lowest turnover. (Whereas the methodology was originally developed for a sales [read more]

Want to Achieve Excellence in Human Resource Management (HRM)?

Gain the knowledge and develop the expertise to become an expert in Human Resource Management (HRM). Our frameworks are based on the thought leadership of leading consulting firms, academics, and recognized subject matter experts. Click here for full details.

The purpose of Human Resources (HR) is to ensure our organization achieves success through our people. Without the right people in place—at all levels of the organization—we will never be able to execute our Strategy effectively.

This begs the question: Does your organization view HR as a support function or a strategic one? Research shows leading organizations leverage HR as a strategic function, one that both supports and drives the organization's Strategy. In fact, having strong HRM capabilities is a source of Competitive Advantage.

This has never been more true than right now in the Digital Age, as organizations must compete for specialized talent to drive forward their Digital Transformation Strategies. Beyond just hiring and selection, HR also plays the critical role in retaining talent—by keeping people engaged, motivated, and happy.

Learn about our Human Resource Management (HRM) Best Practice Frameworks here.

Readers of This Article Are Interested in These Resources


33-slide PowerPoint presentation
Recruitment is facing an unprecedented challenge as organizations undergo rapid Transformations. Despite the recognition that the credibility of the function relies on its capacity to swiftly adapt to evolving organization needs, recruiting is currently struggling to keep up with the pace. With an [read more]


 
58-slide PowerPoint presentation
 
 
4-page PDF document

About Grant Stanley

Grant Stanley is an experienced Sales & Marketing Leader with over 20+ years coaching, training, and developing New and Existing Business. With experience in IT, Telecom, Capital Equipment, and FMCG, Grant shares his business experiences and expertise on his blog, CSM Consultants (Inspiring & Enabling Change). Grant is also an author on Flevy, where he has published materials from Business Fundamentals to Management and Leadership Excellence. Take a look at all of Grant's Flevy best practice documents here. You can also connect with Grant Stanley on LinkedIn here.

, ,



Complimentary Business Training Guides


Many companies develop robust strategies, but struggle with operationalizing their strategies into implementable steps. This presentation from flevy introduces 12 powerful business frameworks spanning both Strategy Development and Strategy Execution. [Learn more]

  This 48-page whitepaper, authored by consultancy Envisioning, provides the frameworks, tools, and insights needed to manage serious Change—under the backdrop of the business lifecycle. These lifecycle stages are each marked by distinct attributes, challenges, and behaviors. [Learn more]

We've developed a very comprehensive collection of Strategy & Transformation PowerPoint templates for you to use in your own business presentations, spanning topics from Growth Strategy to Brand Development to Innovation to Customer Experience to Strategic Management. [Learn more]

  We have compiled a collection of 10 Lean Six Sigma templates (Excel) and Operational Excellence guides (PowerPoint) by a multitude of LSS experts. These tools cover topics including 8 Disciplines (8D), 5 Why's, 7 Wastes, Value Stream Mapping (VSM), and DMAIC. [Learn more]
Recent Articles by Corporate Function

  

  

  

  

  

The Flevy Business Blog (https://flevy.com/blog) is a leading source of information on business strategies, business theories, and business stories. Most of our articles are authored by management consultants and industry executives with over 20 years of experience.

Flevy (https://flevy.com) is the marketplace for business best practices, such as management frameworks, presentation templates, and financial models. Our best practice documents are of the same caliber as those produced by top-tier consulting firms (like McKinsey, Bain, Accenture, BCG, and Deloitte) and used by Fortune 100 organizations. Learn more about Flevy here.
  


OUR CORE OFFERINGS
Flevy Marketplace: Top 100
· Strategy & Transformation
· Digital Transformation
· Operational Excellence
· Organization & Change
· Financial Models
· Consulting Frameworks
· PowerPoint Templates
FlevyPro (Subscription Service)
KPI Library
Streams (Functional Bundles)
Flevy Executive Learning (FEL)
PowerPoint Services

FREE Resources

About Flevy
Management Topics
Marcus (AI-Powered Consultant)
Partner Program
LinkedIn Influencer Marketing
FAQ / Terms / Privacy / Blog
Contact Us: support@flevy.com



CONNECT WITH US!
       
TOP 100 TRENDING TOPICS
Acquisition Strategy
Agile
Analytics
Artificial Intelligence
Balanced Scorecard
Best Practices
Big Data
Breakout Strategy
Business Continuity Planning
Business Plan Financial Model
Business Transformation
CMMI
COBIT
Change Management
Cloud
Communications Strategy
Company Financial Model
Competitive Advantage
Competitive Analysis
Consulting Frameworks
Continuous Improvement
Core Competencies
Corporate Culture
Cost Reduction Assessment
Customer Experience

BROWSE BY FUNCTION
Strategy, Transformation, & Innovation
Digital Transformation
Operational Excellence and LSS
Organization, Change, & HR
Management Consulting

Customer Journey
Customer Service
Cyber Security
Data Privacy
Decision Making
Digital Marketing Strategy
Digital Transformation
Digital Transformation Strategy
Due Diligence
ESG
Employee Engagement
Employee Training
Enterprise Architecture
Growth Strategy
HR Strategy
Hiring
Hoshin Kanri
ISO 27001
ITIL
Information Technology
Innovation Management
Integrated Financial Model
Kaizen
Kanban
Key Performance Indicators

ADDITIONAL RESOURCES
Business Strategy Frameworks
Case Studies
Consulting Training Guides
COVID-19 Trend Data
Digital Transformation
Financial Advising Services (FAS)

Knowledge Management
Leadership
Lean
Lean Manufacturing
Logistics
M&A (Mergers & Acquisitions)
Manufacturing
Market Research
Marketing Plan Development
Maturity Model
McKinsey PowerPoint
McKinsey Templates
Operational Excellence
Organizational Change
Organizational Design
Performance Management
Post-merger Integration
Pricing Strategy
Process Improvement
Process Maps
Procurement Strategy
Product Launch Strategy
Product Strategy
Project Management
Quality Management


Free Resources
KPI Library
Lean Management
Lean Six Sigma Training Guides
Marcus Insights
Operational Excellence

Real Estate
Remote Work
Restructuring
Risk Management
Robotic Process Automation
SWOT
SaaS
Sales
Scrum
Service Design
Six Sigma Project
Social Media Strategy
Strategic Planning
Strategic Thinking
Strategy Development
Supply Chain Analysis
Sustainability
Target Operating Model
Team Management
Total Productive Maintenance
Value Chain Analysis
Value Creation
Value Stream Mapping
Visual Workplace
Workplace Safety


Product Strategy
Small Business Owner
Startup Resources
Strategic Planning
Strategic Planning Process
Value Innovation Strategy


© 2012-2024 Copyright. Flevy LLC. All Rights Reserved.