Rethinking Recruiting: 3 Questions Employers Should Consider

Think back to 2019: Unemployment is hovering around 3-4% and finding a quality candidate takes quite a bit of work. You’ve posted your position on every single job board known to mankind, you’ve turned off the Applicant Tracking System (ATS) to take a closer look at resumes, and you are even considering hiring a staffing agency to help fill your vacant position.

Fast forward to 2020: Things look vastly different. The world, as we know it, has been flipped on its head due to the impacts of COVID-19. April’s unemployment rate brought the nation to an all-time low, 14.7 percent, which is the worst since post World War II. That said, states are slowly moving toward reopening their economies. For the first time since March, businesses will be able to open their doors to the public, and employees will return to work. We can only speculate where the unemployment rate will settle after the dust clears and the economy enters the stage of being fully open. However, it is safe to assume we will likely be missing a few businesses, and sadly, people will be without a job.

Here’s the silver lining – there is going to be some great talent looking for work. This is your chance to hire some “A-players” and fill some of those key roles you were struggling to fill just a few months ago.

To maximize your opportunities for success, here are 3 questions employers should consider in the post-COVID-19 recruiting environment:

1: What impact did COVID-19 have on my industry?

Fact: All of us have been impacted, in one way or the other, by this virus. Do a deep dive into your industry to get a better understanding of changes that have been made and changes that are forthcoming. Industry standards are sure to look different in the upcoming months and years. Daily operations and logistics are already being altered to be safer and more efficient; it’s safe to say this will only continue.

This all impacts the workforce and what employment looks like. Old positions are sure to adjust, and new positions are sure to arise as a result. Having a better understanding of your industry can give you a head start over the competition. What should you be looking for? Labor Market Information (LMI) is a great start. LMI can provide you with data, relevant to your area, to help you comprehend a scope of employment, skills, wages, trends, etc. for your positions. Use this data to strategize accordingly and align your positions with the market.

“Labor Market Information (LMI) can provide you with data, relevant to your area, to help you comprehend a scope of employment, skills, wages, and trends for your positions. Use this data to strategize accordingly and align your positions with the market.”

2: Should I be looking at other industries to recruit?

Yes. All industries have been impacted by COVID-19, and all industries have let employees go. Again, until the economy is fully reopened we will not know who is able to return to work and who is not. What we do know is there are really talented workers sitting at home eager to go back to work. Now is the time think about what other industries have transferable skills that can benefit your company. Your company can score a solid contributor and really upgrade your team’s overall talent.

For example, many biotech companies have found that restaurant workers possess ServSafe training, equipping them with skills and standards that transition well to the bio industry. The hospitality and leisure industries have been hit the hardest. These are workers with great work ethic, the proven ability to work in tough environments, and deliver great service to customers. It is not uncommon to hear an employer say, “we are looking for someone who has the intangibles.” Keep in mind, a lot people who will be applying to your positions held a full-time job, for years, and they have an abundance of experience in showing up to work and being accountable. You may need to read between the lines in order to identify someone with transferable skills who is compatible with your culture.

“Now is the time that your company can score a solid contributor and really upgrade your team’s overall talent.”

It may also be worthwhile to evaluate your onboarding process and your company’s training strategy. In order to be successful, workers from other industries may require a different approach and additional training compared to those coming from the same industry. Additional training can be something as simple as explaining industry and company terminologies, cross-training to boost understanding of how their previous work correlates to the new job, and/or setting up new hires with a mentor. Evaluating your onboarding process and additional training should not be looked at as a bad thing; remember, things are extremely different from what they were just a few months ago. Changing times means we must change and adapt as well.

3: Do I need to rework my job description?

Possibly. Is your current job description so complex that it turns away someone capable of doing the job? Would a great candidate feel over or under qualified? Make sure an entry-level position has verbiage around skills rather than experience. This will help attract candidates who are looking to transition into your industry. Also, there are going to be several candidates who held higher-end jobs looking for work, that you may consider, beneath their qualifications. Do not rule them out because you assume their salary is out of your price range. In these unique times, they may be struggling to find work, and your position is a great opportunity for them.

“Make sure an entry-level position has verbiage around skills rather than experience. This will help attract candidates who are looking to transition into your industry. ”

COVID-19 has already changed the workforce in several ways. One is that a lot of the workforce learned how to operate remotely. Maybe some of your positions can become remote, at least to some capacity. Remote workers tend to have higher morale and output. Fewer employees in the workplace also means the company may be able to save money in office space. There is also a certain safety aspect that comes with fewer people in the office; especially while there is still a lot of uncertainly lingering around COVID-19.

Can you blend or combine a position? A lot of jobs morphed due to the virus, and a lot of employees have been doing more than their own job. This does not mean companies should be shoveling more work onto their employees’ plates hoping to cut costs. Rather, this means you may need to create a new position or alter an existing one that blends certain functions within your organization. An example would be creating a new Check-in or Welcoming Coordinator who champions the safety precautions for waiting customers or those who will be accessing your facilities. Another example could be shifting around some of the Front Desk duties, and having them perform check-in protocols.

Let’s recap: It is inevitable that the impact of the virus on the economy is going to leave quite a few people looking for work. If your company is looking to hire, now is the time. Top talent is soon going to hit the market, and it is your chance to hire a contributor. Know what is going on in your industry and how you can get out in front; be the pioneer. Do not be afraid to look for talent and interview candidates coming from other industries. These are people who were top contributors in their industry, and they just need a little help transitioning. Lastly, there is a good chance a job posting from even a month ago is now going to be viewed by job seekers as outdated or irrelevant. Review your job descriptions to see if there is an opportunity to better align them with the current times.

Final point: Frederick County Workforce Services works with local businesses to identify and plan recruitment strategies. They have business and employment experts who use Labor Market Information tools and a variety of other resources to support and assist the hiring needs of local employers. Don’t hesitate to reach out to see how they can help you with your post-COVID-19 recruiting strategy.