Recruiting: The New Normal
As organizations prepare to re-open their offices and resume “normal” business procedures, a question is being asked – what are we to do with the candidates that were previously in the recruiting or onboarding cycle? With the US unemployment rate reaching almost 15%, companies now have access to candidates who may not have previously been available. Should a hiring manager consider re-recruiting for these roles in the hope of finding a better candidate? Here are a few questions for you, or the hiring manager, to consider before determining if one should re-recruit a position.
1. Has the job description changed since you previously posted it?
If yes, you might want to consider re-recruiting for this role. The pool of candidates has increased tremendously throughout this epidemic. In March the job market was considered an “employee market” but just a few months later and it is now an “employer market.” Depending on the potential additional responsibilities being added to the job description you could need a resource with additional or different experience for the role.
2. How has your interviewing process changed?
Are you completing interviews via Zoom rather than in person? Should others now be involved in the interview process? By taking a thoughtful approach to these changes, you may want to include other team members in the process since this role may now be a remote position Perhaps they interview with an HR manager for a second time to ensure they are the right fit if the role will be primarily remote.
3. How would you approach re-recruiting the position?
Being transparent with all candidates continues to be the best approach. Explaining that additional factors have entered in with the recent health crisis, and you want to be certain to make the right match for both the candidate and for your organization, so you’ve decided to open the search to allow additional potential candidates to be considered. By keeping candidates informed and being transparent, you will continue to build trust with potential new associates as you go through the process.
These are very challenging times, but every organization is going through this as well. Employees will have concerns; we are in uncharted territory so they may be concerned about things they can’t explain. So, while you are re-recruiting these people and getting employees back on board, ensure that they know they aren’t alone in this “new normal”. Communicate any and all procedure changes and provide ways that employees can discuss any challenges they are having with this new way of working. Also, ensure that your executive team is leading by example are following the new protocol.
Overall, in consideration of all the questions and ways to ensure your employees get back on board, one thing must remain the most important of all…being the EMPLOYER OF CHOICE. Even though the market is moving to be more employer-friendly, your employees can choose not to come and those you re-recruit can choose to go elsewhere. You cannot treat employees as if they are easily replaceable. Eventually, the unemployment rate will go down, when it does, will there still be people lining up to work for your organization?
If you are looking for more help in identifying the talent needed for your company’s “new normal”, or just overall assistance in navigating these challenging times Change 4 Growth is here to support you.
ABOUT THE AUTHOR: Marina Elliott | Talent Acquisition Manager
A Talent Manager with a demonstrated history of working in the staffing and consulting industry. I love to talk with and meet new people, my mother always used to joke that I could talk to a wall. I am looking to help talented individuals find the job of their dreams, help companies find the perfect resource, and ensure all employees have an unforgettable experience while onboarding.
Connect with Marina and follow Change 4 Growth on LinkedIn