Whether we like it or not, the world of recruiting is changing due to COVID-19. Although uncertainty is daunting, we must adapt. To help navigate this new landscape, we came up with our list of the four best recruitment strategies post-COVID.
1. Rethink the Candidate Experience
An integral part of the candidate courtship process was getting to meet the candidates in person at the office. They could experience the culture of the workplace and hiring team by being in person. This was a great way to measure fit in just a few hours.
Now, the entire candidate experience is through text, images, video, and phone calls. Some argue that the experience is destined to be impersonal, but if we focus on the user experience, we can change that entirely. We have a lot of control over our digital environments and can personalize them as needed. To effectively curate a meaningful digital experience, it requires research into the candidate journey.
Perform some modeling on the steps the candidate will take while in your recruiting funnel:
- Will they receive automated emails? What will they look like and when will they receive them?
- What kinds of digital resources can you use that will make your potential hire feel more engaged?
- How can they learn about the company culture while also building a meaningful relationship with your team?
- Consider other personalized touches (even food delivery!) They add to the candidate experience in a way that shows you value their investment in your company.
2. Leverage Implications of Remote Work
Although remote work provides new challenges in employee oversight, it offers immense benefits. It can lead to more diverse talent, retention, and increased productivity. On average, remote positions offer a 20% increase in geographic diversity. This offers a broadening of perspectives on your teams.
One of the best aspects of leveraging remote work is the flexibility of work. To manage revenue fluctuations, many companies are reconfiguring positions to part-time and contract. Some companies are outsourcing entire departments, including their C-suites.
3. Make the Most of Your Digital Marketing
By now, recruiters market most of their positions digitally. Finding the right channels and audiences to market your positions to can help find more qualified and diverse talent pools.
Do some research on effective digital marketing channels and strategies to land your ideal hires. When it comes to hiring executive and director positions, it is best to work with a skilled recruiting firm.
4. Hire Flexible Talent
With this newfound flexibility of the post-Covid workforce, the options are endless. Recruiters now have access to otherwise excluded talent pools. Many stay-at-home parents, disabled individuals, and caretakers were not part of the job market until now. Accessibility has historically been a major barrier to many potential hires. Now, working from home offers more options for flexibility and diversity and inclusion.
The elite talent your company needs is out there and ready to take your organization to the next level. The task is finding them and securing them on your team. Let us connect you with versatile leaders who will thrive in the post-COVID world.