Among all the aspects of day-to-day operations that have changed this year, very little in the business organization has been left untouched. As the future begins to settle into a clearer picture, HR departments are doing what they can to adjust their practices to meet the new needs of the day. Among the methods needing evaluation and improvement, hiring is going to be high on the list.
Here are three areas that hiring managers should keep in mind as they adjust their systems to the new normal.
The description and the search
With millions of people unemployed, organizations are experiencing a larger than normal pool of candidates viewing their job postings. This can be an excellent opportunity for companies to be picky and find the best candidates possible for their roles. However, it can also cause problems.
With so many people out of work, it would be no surprise to find yourself slogging through piles of resumes and running through many interviews with candidates who aren’t good fits. To help avoid attracting people who won’t be a good fit for the role or your culture, you can do a few things.
- Put the starting salary for the role in the description
This is a good practice even if you aren’t fighting off hordes of job seekers to find the right candidate. Wage transparency helps job seekers decide for themselves if the role you’re offering would fit their needs. It also says something about your company culture: mainly, that you aren’t secretive, and that you value transparency.
- Keep up your standards
Having a larger pool of candidates may make hiring managers feel they have to put less work into the candidate experience. But doing this would be a mistake. Your candidate experience plays directly into your brand image and your reputation. It’s the first interaction new employees have with your company culture. Ensure you’re doing the best you can to respect the time and energy of each candidate—it’s good for everyone.
- Be clear about your culture
Where at all possible, include information on your company culture in the hiring process. Make sure your description honestly illuminates what it’s like to work for you. When you’re interviewing candidates, try convincing them not to take the job. Tell them about all the aspects of the role they might find challenging or frustrating. If they are still interested in the role, then you know you’ve got someone who is genuinely ready to take it on.
Regarding resumes
When hiring managers review resumes, it’s common for them to look for things that they deem as red flags. These could be:
- Gaps in work (large chunks of time between employment)
- Short stints at more than one job
- Jobs worked below their skill level
- Jobs worked that don’t apply to the traditional career trajectory for people with their skills
But it’s more critical than ever that recruiters take a second look at these practices. Assuming you know what each of these means on a resume isn’t just selling yourself short on potentially qualified candidates—it’s directly harmful to the job-seeking community.
With coronavirus causing mass layoffs, many people might have gaps on their resume or have to work jobs that don’t match up with their skill level. They may work temp jobs or positions that don’t relate to their field. This is not a defect. It is merely a fact of life working in a struggling economy. Do everyone a favor, and don’t assume anything. Make a note and bring it up in the interview and find out more from the candidate. You may be surprised by what you find.
Virtual onboarding
While you may not be hiring right now and don’t feel an intense pressure to create new systems for integrating remote onboarding into your process, you will eventually. Even outside of COVID, remote work is here to stay, which means that recruiters need to buckle down and figure out how they can meet the needs of new employees working virtually.
The good news is there are a lot of really great resources out there to help you design a successful onboarding process. Do your research and cover all the bases. The last thing you want is to bring someone on who struggles to connect with your culture, doesn’t feel a part of the team, and gets lost in the shuffle because they aren’t physically in front of anyone.
Don’t get complacent
However it is you keep your practices up-to-date, make sure you’re paying attention. As job seekers and recruiters alike adjust to the demands of our new world, it’s important to remind yourself not to get complacent. There will always be room for improvement and growth. Remember, the hiring process should be seen as sacred at your company, and treated with the attention and care it (and your candidates) deserve.
Photo by Volodymyr Melnyk
Content provided by Q4iNetwork and partners
