The number of Americans collecting unemployment benefits grows by the day. It doesn’t seem like the pandemic is going to go away anytime soon. The lockdowns are only beginning to ease up after the vaccines have begun to roll out, but the end may be nowhere in sight — at least, for the near future.
To clear things up, there is one in every five workers that are still looking for their work after losing the last. The U.S. economy is still reeling from the effect of the COVID-19 pandemic. There’s a lot of talent that a recruitment marketing tool can’t miss. Things seem to be okay from a recruiter’s perspective, but the real problem may lie under the surface.
Employees may be too afraid to come back to work with the pandemic still here, not to mention the number of other employers looking for employees to hire. Take a look at how you can solve your recruitment problems bit by bit.
Understand Your Company’s Brand
Knowing yourself as an employee — your strengths and weaknesses — is the first step toward finding your dream job. Perhaps, the same could be said about you as an employer, finding the best talents for your company. If you know your brand through and through, you might have an easier time looking for qualified candidates.
Before you hire from the growing pool of candidates during the pandemic, you can ask yourself some questions to solidify your knowledge of your identity. Like employees, you can ask if the talent should choose you or ask if there are some things you lack as a company.
With knowledge of your company’s target audience, your pick might be better. Should you hire a young or old workforce? All these questions can be answered if you know your brand.
Create More Options for Scared Workers
The past months have been an eye-opener. There has been an unprecedented move towards remote working arrangements for people working in the corporate sector. Even recruitment moved towards the online field, and by the day, it appears that form of work will be here to stay.
With the pandemic in full swing, most workers are looking to do their work at home. It’s something that could protect them and their loved ones from the virus. It’s also where companies should start reaching out to their potential employees; they could shift to remote work during the pandemic or shift from a brick-and-mortar operation to remote work completely.
Recruitment Should Be a Bit More Personal
Ghosting is also a persistent problem in the world of work. Even before the pandemic, it’s been a significant problem. In the pandemic, this has become something significant, with no-shows becoming hard to ignore. The reason has been that workers aren’t comfortable coming back to work at all or, since they’re working remotely, they’re fielding multiple applications with the best choice being the one job that suits their needs.
It’s pretty easy to have a solution to this by fostering more than just point-of-hire relationships. Recruiting should also be treated as selling your company and the promise of working in it. That doesn’t stop even beyond the final interview.
Be Vocal About your Hiring Process
Before the pandemic, it was easy to let people know that your company is hiring. Many applicants tend to be apprehensive post-pandemic because most companies have closed down.
It’s important to let potential candidates know that your company is still hiring. If they’re actively looking, they’ll come to apply to your company when the time comes. You’ll also be able to establish a great pool of possible employees this way.
If you can, you should also involve your current employees in this process. Something as simple as letting out a social media peep that you’re hiring could help ease the hiring process.
Be Detailed with your Employee Recruitment
This is an important part of your hiring process, especially during a pandemic. You have to be clear with who exactly you are looking for. The remote hiring process may be different from the usual, but it’s not entirely impossible to adjust to it.
Once you’ve found your ideal candidate or a group of them, you’ll be able to walk them through the job as usual; there’s nothing different from the usual walkthrough process aside from informing them through documents.
It’s not that hard to adjust to the new normal of hiring. You just have to know what you’re looking for, and what candidate profile fits your company. Hiring during the pandemic may also be a little noble as many people might be looking for a remote job during this time.
