Just two months ago the nation was experiencing its lowest unemployment rate in history. Now in the midst of the Covid-19 the market has made a complete 180 degree turn as we experience the highest unemployment rate since the great depression. Positions that employers were desperate to fill vanished along with millions of other jobs. However, what many companies are failing to realize is that although various positions are gone, the need for the skills that position would have brought remain vacant. As the market begins to recover and we begin to emerge into our post-covid world, take this time to re-imagine your team and what hiring and management during a pandemic might look like.
1. That Dream Candidate May be Available
Just two months ago, with record low unemployment, trying to convince the perfect candidate to quit their job and join your team was difficult at best. However, due to the harsh reality brought on by Covid-19, many bright and intelligent professionals are now more open to hearing about different positions and different companies. It’s time to check-in with that perfect candidate you were eyeing earlier to inquire about their position and make the early investment of bringing them on-board if they are open to the opportunity. While it may be financially stressful in the short-term, this decision is an investment for the prosperity of your team in the long run.
2. Team Upskilling is a Need not a Want
If nothing else, this pandemic has showed us that the current abilities of our teams are our greatest resource. That’s why it’s always essential to continue upskilling your teams to acquire new skills and develop their talents throughout their tenure on your team. While skills can be learned and developed on the job, investing in trainings, webinars, and classes for your team, will allow them to develop those skills and gain a diverse set of abilities that can expand the capabilities of your team and prevent unnecessary investment on outside resources.
3. Office Settings Don’t Have to be a Requirement
There is a good chance that either you or someone you know has been working remotely for the past few weeks. Adapting to digital workspaces is a skill that the majority of companies have quickly developed during this time, and the digital workspace will not vanish after employees return to the office. Utilize this new digital infrastructure to expand your talent search outside of your local area and consider candidates who would prefer to work remotely. If this pandemic has taught us anything, it’s that physical office spaces are not required to do your job well.
4. Your Actions are Always Being Watched
With the rise of the ethical consumer and digital watchdogs, every company is being inspected with a fine tooth comb. EsteeLaundry is just one example of a consumer-built watchdog group watching and broadcasting corporate actions for consumers and employees to hold companies accountable. There is a record of which companies have engaged in unethical or questionable behavior, which has held mass layoffs, furloughed, or retained all their staff. Both candidates and consumers are taking notice and holding companies accountable. Moral of the story, do right by those you hire and they’ll do right by you.
5) Develop a ‘Restart Manual’ on how you plan to restart your operations after the lock-down.
Returning businesses to operational health after a severe shutdown is extremely challenging as the shutdown has affected most industries including your clients and vendors and they, too, will need to reactivate their entire model. Global supply chains will be affected either by a slow down or complete shut-down of business. Keep all this in mind as you consider your post-lockdown plan and at all times keep your employees informed so they are in the loop. You want to keep those STAR employees in the know so you don’t lose them during any part of the lockdown. Communication with your employees is key during this lockdown. Instituting a “restart manual” will give your employees the peace of mind that your organization is in control of the situation. At the same time, keep your eyes open for those other STAR candidates you have been interested in getting on your team. By informing them that you are instituting a “restart manual”, they will be attracted to the control and organization that your organization is demonstrating.
6. Find a Recruiter Knows Who’s in the Market
With so many individuals looking for a new opportunity it can be difficult not to experience analysis paralysis. However, your recruiter is trained to spot the diamond in the rough. Work with your DCAProSearch recruiter to start identifying the type of candidate you are looking for and let them begin the search to have talent in the pipeline for when you decide it’s the right time to begin hiring again. Once the market picks up, companies will begin rapidly re-hiring for positions they had to eliminate. Be ahead of the game to build a team that you can rely on long after this pandemic is over.