The Value of Recruiting During a Crisis—and How to Adapt the Effort

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The Value of Recruiting During a Crisis—and How to Adapt the Effort.jpg

Recruiting during a crisis remains important. Learn how to adapt techniques for better results.

Many companies have enforced a hiring and recruiting freeze during the COVID-19 pandemic due to limited resources and an uncertain future. Others in high-demand industries are recruiting record-breaking numbers. Amazon is just one example—the online behemoth is looking to hire 100,000 new workers across the U.S.

Companies that can continue recruiting efforts in a crisis not only put themselves in a better position when things begin to normalize but also give themselves a distinct advantage over competitors who aren't taking action.

Here are several reasons why recruiting during COVID-19 is so important, followed by some adaptations in techniques to consider:

Why companies should continue recruiting during a crisis

The biggest reason to avoid a recruiting freeze is to protect the organization. Other organizations that continue to search for talent could be targeting your employees. If you completely stop looking during a crisis and key employees decide to leave, you won’t be able to fill those openings—making the situation worse.

Consider the ramifications. If an essential position becomes vacant, how long can you survive with it empty? How will that affect other employees who have to pick up the slack? Continuing to recruit and maintain a quality candidate pipeline can insulate your organization.

Changes in recruiting techniques during COVID-19

  • Technology: Face-to-face meetings are often impossible, so adopting the right technology to overcome the lack of personal interactions is essential. The most obvious need is a video conferencing tool like Zoom, Google Meet, or Microsoft Teams to conduct interviews and follow-up meetings.

  • Employer branding: 75% of candidates say they will research a company's reputation before applying for a job. Employer branding becomes exponentially more critical during a crisis, as candidates will base their decisions on how companies react and treat employees during difficult times. If they see little to no communication about active steps taken to protect personnel, for example, they may not have much confidence in the organization protecting them in the future. In light of COVID-19, organizations should promote and openly communicate the methods they are using to keep workers safe.

  • Worker wellness: Health insurance is the benefit candidates want most, and wellness and safety will be top of mind for them during a crisis. Companies need to be prepared to answer questions about workplace safety, paid leave benefits, and remote-work policies. Most importantly, potential hires will want to know how the organization adapted its policies to protect employees.

  • Communication: 81% of candidates say continuous communication from potential employers and recruiters would greatly improve their hiring experience. Be transparent with them about what to expect during the process, how things are changing due to the crisis, and when you will be checking in with them again. Keeping applicants engaged gives you a better chance of a commitment down the road.

Pausing recruiting efforts during a crisis may leave you behind when things get back to normal. Be prepared for sudden changes and protect your company with the insurance of a healthy candidate pipeline.

Carrington Legal Search is celebrating 20 years in business: we were in the trenches with our clients during 9/11 and 2008. We partner with our clients to identify leaders and mission-critical talent to shore up and grow companies even during the most challenging times. We are here for you! To make our nationwide network work for you, get in touch at 512-627-7467 or email carrie@carringtonlegal.com.