- Posted by admin
- On April 28, 2020
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The unemployment rate has soared above 20% during the COVID-19 crisis. That means that when many businesses return to full-scale work or reopen entirely, they’ll likely have some hiring to do.
Whether you need to hire back the employees that you laid off or furloughed, or if you need to hire all new staff members, the time to start planning is now. While you might not be ready to hire yet, you can begin by figuring out what roles you need to fill, what kind of candidates you’re looking for, and how you plan to attract, screen, interview, and hire those candidates.
We’ll share our knowledge on how to start hiring post-COVID.
Consider Your Business Post-COVID
Many things will change post-pandemic, so before you start hiring, make sure you know how your business will adapt. You should be able to clearly convey company policies and position expectations to candidates, so you need to have those answers ready before starting to hire.
One big factor to consider is remote work and flexible schedules – these are likely to become more prevalent post-COVID, so you should know where your business stands. If an applicant asks about remote work, even after social distancing is no longer necessary, you should have a definite answer ready.
Can We Screen Applicants for COVID-19 Symptoms?
Health and safety are another major consideration for businesses post-pandemic. We discuss health and safety protocols in our post on how to reopen post-virus, but you may be wondering whether it’s okay to screen applicants for symptoms while hiring.
The answer is yes – according to Fisher Phillips, it’s fair to screen job applicants for symptoms of COVID-19 “after making a conditional job offer, as long as you do so for all entering employees in the same type of job”. As long as you follow standard non-discrimination policies and apply the policy equally and fairly, you are within your rights to screen for COVID symptoms before a new hire starts in the workplace.
Prepare for a Large Candidate Pool
With so much of the workforce unemployed, it’s likely that you’ll receive more applicants than usual. More applicants means that you may have even better talent to choose from, but there will also be more to sort through.
Prepare for a large pool of candidates. Ensure that you have a way to screen through large stacks of resumes, whether it’s through applicant tracking software or some other system used by HR.
Plan for Remote Interviews and Training
Once businesses are fully open again, people may remain wary about going out into public spaces more than necessary. Whether you’re starting the hiring process before social distancing ends or after, make sure you have technology in place for remote interviewing and even remote on-boarding. That way, you can have your hiring and training done in time for your business to reopen at full strength.
Use tools like Zoom and other online applications, and research remote working tips so that you’re a pro in time for interviews and on-boarding. If you don’t already have on-boarding documents and presentations ready in an online form, use this extra time now to have everything organized and ready to go.
Don’t Post the Job Too Early
While it’s great to start planning your hiring process early, you shouldn’t post the job too soon. If you don’t have the time and resources to start pouring through resumes and applications, don’t post the job listing yet.
Posting a job listing too soon will mean that candidates wait too long to hear back, which can be frustrating for them and may lead to your best applicants slipping through the cracks.
Be considerate: a large number of unemployed people will be eager to hear back from a job that they think is a good fit, so if you’re not ready to begin hiring yet, hold off on posting about your upcoming open positions until you’re more prepared.
Wait until you have the technology or the people in place to sort through applicants, and ideally until you have a tentative start date. This may mean watching state guidelines for reopening businesses. If you’re ready to begin screening applicants but you don’t have a clear start date, it’s fair to post the job and begin taking applications – just be clear about the length of time they may have to wait to begin working.
If you were looking to hire top talent before the pandemic hit, or if someone with great potential has reached out, stay connected! While you may not have the position open and ready to be filled yet, you don’t want to lose someone who could be a great addition to your team.
Be honest about the timing in which you can offer a job, but try to keep a friendly connection open and stay in touch so that they’re still interested once you’re ready to hire.
Consider Working with a Staffing Agency
If you’re looking to hire a large number of people, or you aren’t sure how to efficiently sort through a large number of applicants, it may be easier to work with a recruiter or staffing agency. Hiring professionals already have talent networks with pre-screened candidates, so they make it easy to hire the best fit for your business.
Hiring can be overwhelming, and it may be even more overwhelming in the post-virus world. With over 26 million Americans unemployed in the last 5 weeks, the hiring process may be difficult. A professional recruiting company can make it easier to get your business back on track.
If you’re in need of help with hiring, or you want to discuss your plan for hiring post-COVID, contact us at TalentFleX Solutions. Our staffing professionals are happy to help you grow your business.