How to plan recruitment post lockdown: The pandemic has brought a tsunami of uncertainties, and after the economy gets up and running, companies will have to resume hiring. Several spots have been vacated during the crisis, and now it’s time to fill them up.
The unemployment rate has shattered all the records, and that makes the job extremely difficult for the recruiters to pick out the right talent from a huge mob! A remote work attitude is also going to toughen the situation a bit.
Both hiring and training is going to be challenging, and as the economy has gone drastically low, everyone will be looking for talented employees as soon as possible.
The steps hiring managers and HR take today to circumvent losing out on best talent and bolstering their employer brand is going to shape out the future of most businesses after this troublesome COVID 19 outbreak.
There are tons of policies that can be followed, and some are niche-specific. However, there are some wonderful common practices of HR and hiring managers, which can do “lubrication” to the jammed functionality of several companies. Here, we’re going to discuss the same. We’ve embraced both long-term and short term policies for you!
How to plan recruitment post lockdown
IN THE SHORT TERM
For any hiring manager, following just the short term policies is not going to work out, and he needs to look upon the long term policies and plan different form dimensions.
Talking about the short term plans, there’s actually a lot that’s needed to be implemented to reap the full advantage of the post-lockdown situation and prepare very well in case something unexpected hits us again.
Having a succession plan to tackle uncertainties, getting your remote technology online, and constructing a strong and reliable hiring pattern are among the most important steps any HR or hiring manager can take in order for fulfilling the hiring requirements of the company.
Have a succession plan to tackle uncertainties
The Corona pandemic is such uncertainty, and it mead us to realize how prepared we are for the uncertainties, and that can be taken as a lesson by all of us.
Now, companies need to think regarding what happens in case their CEO gets sick. Huge companies tend to have such succession plans, but talking about the smaller operations, they often don’t document everything. So, they are left unprepared for emergencies.
They need to discuss who’s going to be deciding the further steps for the company and maintain the success graph in the absence of the CEO. The manager should be recruited and given a clear idea about their responsibilities.
Departments can be outlined, and supervisors can be pointed out for each department. Undoubtedly it’s crucial to companies moving forward.”
Get your remote technology online
Post-lockdown, you will have to be pretty active at hiring, as that would be the time to show some aggression and business boldly.
Being able to provide video interviews will be crucial. It’s more efficient and quicker, and after months of video conferencing and remote work, recruits will expect that as a great option. However, managing a remote workforce requires higher efforts rather than just installing Zoom or any other video call apps.
Besides providing the flexibility of online interviews, you need to develop a virtual learning structure and a perfect system for monitoring the performance of your whole team.
Construct a strong and reliable hiring pattern
You need to be aggressively working to fill the roles that you’re going to need in the future until the economy permits people to return to work in offices. Filling up the empty space as soon as possible is important. Otherwise, the workload can climb on the rest of the team members. Being active on social media is crucial.
There’s a huge amount of work that you and your team can do before society gets the all-clear. Start completing initial interviews virtually so that you can bounce back with full force after the pandemic crises. Permit the best talent to come on board and divide the roles perfectly among your workforce before they return to your office and back to work.
IN THE LONG TERM
Obviously, most of the employers would be looking to cross the current hurdles and take over the changes that have been brought to the hiring processes by the pandemic situation. However, the policies need to be well-balanced, as retaining the right talent is as crucial as finding it.
The very first thing to consider under the long term policies here is the employee’s welfare (in such a way that it doesn’t hinder the company’s growth). You can attract talent by providing the flexibility of remote work as well, and besides adjusting the HR policies, communicating is also going to play a huge role. So, there’s much to do. Let’s get deeper now!
Consider taking your benefits to new heights
Obviously, everyone isn’t worked with full dedication in this lockdown, and several of us felt lethargic working worm home, didn’t we? Don’t you think a few low performing employees will be replaced post lockdown?
This crisis has many of us to be more conscious of the benefits our company has, and several workers may return to hiring with highly structured ideas regarding the kind of benefits they expect and need. Companies need to be ready to offer more. That might include more comprehensive health coverage, better sick leave policies, or several other benefits linked to people’s welfare.
Do you consider whether you’ll be able to attain the same level of success with the same team, or you want to make some real quick hiring and expand the team? You certainly need to uniformly divide the workload and be ready if a few employees fail to deliver or get off work due to sickness or so.
Don’t say “NO” to remote work
The remote work structure has developed so rapidly during this lockdown, and there was really no option left! Millions of employees are working remotely, and most importantly, they’re just as productive at their home! Several roles will go permanently remote because everything isn’t going to be as it was per-lockdown that easily. Companies run the probability of missing out on the right talent if they fail to adapt.
The chief people officer at Fit Small Business – Adrienne Cooper exclaims that the companies that will be perfectly-equipped for hiring new employees are the companies that take the art of remote work to perfection. Organizations can develop training methods and translate their in-person talent and skills to the online world. Remote work just needs to be tamed perfectly, while the rest is fine!
Don’t say a “NO” to internships
Undoubtedly, many companies have to play the roles differently, and for that “different” approach, the spots need to be filled, and hiring of new folks need to take place. Some positions might be very challenging to fill up, and the hiring process may go longer and more expensive than your expectations.
If you keep your terms & conditions rigid for hiring, then a tough time is waiting for you. We recommend you to accept internships and even arrange for training sessions. If someone is not willing for 6-12 months bonds, then let people come in for 4-8 months as well. The motto is to keep on ship sailing. Undoubtedly, a few of those may convert to full time or get ready for long-time bonds as well.
Several companies have been very, very serious concerning internal communications during this pandemic crisis. That’s been a huge win, and undoubtedly, it’s a practice all companies should carry forward. HR departments will be undergoing some permanent changes. Not just from an HR to CEO, and CEO to Mangers, but the continuation channel needs to be much stronger and wider than that.
Groups should be formed, and every single employee should be in touch with the whole team. However, o avoid any internal politics, the groups, chat sessions, etc., everything needs to be open to all.
The main point is – if you’ve made a strong communicating channel during the lockdown, better consider to continue it forward as well.
Adjust your HR policies
Codify your work-from-home policies, if they aren’t already. What are you expecting for your staff members, and how will you ensure that they’ll stay engaged and connected? How will you differentiate private time and working time? What communication platforms are you gonna use? How will you handle the payments, and how will you reap the benefits?
There’s always something that goes on. And to move out of the situation quickly, you have to chase the tail end of it to get out of the situation. As mentioned up there, your HR policies need to be more flexible than ever.
Obviously, the lockdown that took place due to the COVID-19 issue made us struggle a lot. But we can hope that the end of this ruthless pandemic is close! This lockdown has murdered much business, and we are experiencing a great financial collapse here.
Time is passing by, and the anxiousness is increasing regarding when life is going to go as normal as it were. Staying inside the home, ensuring life safety over anything else, was terrifying. We had to oversee the economy during this period.
Yes, we’ve somehow managed to keep ourselves safe during this crisis, but what about our future? How to bring financial stability, and how to make our workplaces full of the right talent post lockdown? What about the future growth of the companies?
Much of that depends upon the hiring policies of the companies and what agenda they are going to follow. If you’ve also got something in your list of concerns, pleased o share with us. Who knows, your little idea may help out some big organization. Yes, everything is possible!