Navigating the NEW (and Evolving) Hiring Landscape
I was reading an article posted on ere.net - Has COVID-19 Made Recruiting Less Important?
(by Steve Flook – April 27, 2020). Spoiler alert – NO!
Companies are finding new ways to move forward. Innovative thinking in order to survive and thrive are the skills needed today. At the same time, retirements are still occurring. Growth in some sectors is occurring. New products and solutions are being created. And from the above mentioned article (pre-COVID reference), “Buzzwords like “employer brand” and “candidate experience” hit the mainstream as companies evolved their recruiting strategies to cater to job-seekers.”
Candidates are concerned
Is now the time to be the new person at an employer? Do I want to leave my current employer as they pivot to new methods? Candidates in transition are viewing opportunities with a different lens, and might be open to a new environment that looks appealing. Discernment (cultural fit for the long-term) is still needed from candidates and employers.
And then there is the discussion of how to appropriately vet candidates. Zoom? In person? On the phone? How do you determine cultural fit when many people are working from home? Each day, these questions are being asked – and the answer is a moving target. Still, decisions to move forward have to be made. The methods are evolving.
According to the author, “Yes, the employment situation has changed dramatically, but many of the recruiting tactics that emerged to address the candidate-centric market still apply. Recruiting involves much more than posting an ad on your website or a job board. It’s an ongoing process, combining active and passive efforts, to win over the talent to help your business thrive. It requires a strong employer brand backed by an enviable company culture and engaged employees willing to say positive things about your organization.”
He closes with a simple statement:
“That means that hiring should never really be on hold.”