How to navigate talent acquisition during COVID-19
The coming months will shed new light on areas of growth for industries, and employers will enter a new environment for talent acquisition.
Talent acquisition has been a tricky game for many years. It’s hard for companies to find genuine talent that will stay committed and loyal to their organizations. To encourage potential hires to have continued interest with their company, employers have been building their brand and a work environment that makes employees feel welcomed and fulfilled.
Related: Q&A: Adapting your company culture for the remote workforce
As companies adjust to operating during the COVID-19 pandemic, the coming months will shed new light on areas of growth for industries and companies alike, and employers will enter a new environment for talent acquisition. What can help an organization stand out among others that are also hiring?
1. Make sure your values align with potential hires.
The pandemic has had detrimental effects on many people worldwide, so as society continues to transition through it, the health and well-being of employees and their families must become an important aspect of a company’s culture. Employees will recognize when an employer cares about their health and wellbeing now more than ever. This will remain a priority regardless if employees are working remotely or in person.
Additionally, as new talent researches your company, make sure you portray what safety measures and communications are in place to help your staff with COVID-19 concerns. This will show potential hires the work environment they can expect and how your company will react in the future during a time of crisis.
The pandemic is not the only struggle many people have faced during the past couple of months. The Black Lives Matter movement has revealed the positive and negative approaches companies have taken for managing diversity and inclusion initiatives. Many new hires will appreciate the public announcements denouncing anti-black crimes, but companies should ensure they have made necessary changes and put processes in place that address diversity and inclusion. It’s not enough for employees to see an announcement – there should be constant communication, programs and processes that encourage an equitable workforce.
Highlighting these points can have a strong effect on the number of new hires who reach out to your organization and even more so, for the employees who will become loyal to your organization.
2. Be flexible in supporting the new workforce.
Many new hires might not feel comfortable working in an office space so, supporting them as they work remotely is essential. Creating opportunities through HR technology for team building, cross-company collaboration, enhancing remote training and making sure employees have a way to engage with the company, even when they might not be physically present, can significantly improve the employee experience. For example, for employees who are onboarding remotely, being able to instantly communicate with any departments they might have questions for can ease the process.
As a new employee settles into the job, it would reduce stress by having a company app that allows them for instance to easily send a message to HR on paperwork questions or to IT for password help.
3. Highlight your resources and benefits.
Companies offer a robust benefits package but ensuring that you highlight relevant resources in today’s time can be a major differentiator. Resources like telehealth and digital and live coaching are services that many new hires are seeking. Making sure employees are aware of the benefits you offer can help them recognize the total value of the compensation that is offered to them when joining your company. Additionally, highlighting health and wellness benefits that provide holistic wellbeing including financial, emotional and physical wellness will make all your employees feel appreciated.
4. Be mindful of your recruiting process.
Your company’s reputation is not just important from the perspective of an employee who has been working there for years, it also leaves an impression on people who go through the recruiting process. The interview process is always stressful, but recently, that has been amplified in light of COVID-19. Being able to respond swiftly, regardless of an interviewee’s outcome will increase their appreciation of your company. It takes one negative experience to leave a lasting impression of your company whether that is through their network or through social media. Set your company apart by treating your candidates like you would want to be treated.
The talent pool is deep right now since the unemployment rate has spiked during the pandemic. As more companies start to recognize the areas where they can hire or re-hire employees, the competition for this new talent will become fierce. During the next few months. more companies will rehire and expand their workforce. Your organization must be one that makes potential new hires feel valued from the recruitment phase to the benefits and resources offered and everything in between. That’s the key as to how you will be able to gain talent that you want to step in the door and stay with your company for years to come.
Dinesh Sheth is CEO of Green Circle Life.
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