In a matter of weeks, if not days, the Coronavirus has dramatically changed how businesses operate.
With virtual meetings and working from home the new normal for millions of people, every business function is being asked to adapt how it operates, in an environment of significant uncertainty.
In a recent informal poll of 70 enterprise Talent Acquisition leaders:
And then there are the organisations who are experiencing a surge in business as a result of the current situation. For instance, Amazon and Walmart each announced a raise in their minimum wage and plans to hire over 100,000 more workers each. British supermarkets have also gone on a hiring spree as demand surges as a result of the coronavirus crisis.
Albert Einstein famously said, “In the middle of every difficulty lies opportunity.” In today’s highly changeable economic environment, it’s time to rethink or even forget traditional recruiting tactics, and to adapt new techniques to turn difficulty into opportunity.
Google Trends shows a hockey stick curve starting in early March on the search term “virtual meeting.” Similarly, the term “virtual interview” began spiking in the second week of March. It may be as simple as replacing your in person interview with a virtual meeting link from Microsoft Teams, Google Hangout, Zoom Meeting, or another of the myriad of virtual meeting software. Or, it may be creating pre-recorded video interview questions, and asking candidates to respond to them, such as with tools like HireVue, LaunchPad, or Cammio. Either way, you are engaging with candidates in a new way. It’s the new norm, and you need to adapt your recruiting practices. If you have been doing this piecemeal, now it’s the full meal.
This raises the second challenge -- and opportunity. When hiring candidates through a completely virtual process, it’s even more critical to find ways to engage them and maintain -- and even increase -- their interest:
Overall, don’t attempt to broadcast everything that needs to be said in one go. Instead, create a campaign around it. Deliver step-by-step content and trust the audience to absorb and process it in their own time. Keep people engaged by issuing the relevant content in segments, with a variety of bitesize formats, emotive storytelling and videos, and laser-focused content.
Critical Hires and Redeployment
Leadership teams around the world are actively focused on redefining their business strategies, go-to-market plans, and how they operate in today’s suddenly new environment. Recruiting needs to be prepared to change up it’s processes and react with speed. Possibly never before has it been worse (and more costly) to have an inflexible, one-size-fits all recruiting process or to operate in spreadsheets. Instead, look for Recruiting Enablement technology that will let you:
It is fair to say that Covid-19 will change how many companies operate -- not only in the coming weeks, but forever. Now is your opportunity to make this unique and difficult time your defining moment: connect with and engage candidates in new ways, empower your recruiting teams to experiment and try something new, and find the silver lining.