Distributors have certainly been navigating through unprecedented times during COVID-19, and as a recruitment firm, we have seen a lot of variations on how businesses have reacted to keep their employees and candidates safe during this pandemic. Here are a few things to consider.
- Recruitment climate: there is an abundance of candidates on the market. Due to layoffs and downsizing, many people find themselves searching for a new job for the first time in many years. Perhaps some of these candidates should have been laid off, but there are many top talents that were simply victims of COVID-19 layoffs. THESE are the candidates you want to really look at. During these times if a candidate has been out of work for a few months they are not necessarily stale or unworthy, but simply a victim of these times. We highly suggest interviewing these types of candidates before someone else snaps them up.
- Your brand: Your company is now on display. The way you treat your existing employees and candidates is crucial. Companies that respect safety and go out of their way to ensure it will capitalize on a resurgence of talent. You must communicate your interview protocol clearly for any candidate coming into your building in advance. Candidates deserve that level of respect for their safety. During this pandemic, being welcomed at the entry door, with PPE is critical and leadership visibility and commitment to personal safety and open dialogue are essential.
- Work from home: As more and more employers begin offering work from home options, the topic is becoming one of the most common things candidates are asking about. What is your position on remote work? Is it temporary or considered a longer-term option? Candidates need to know your position on this clearly. Many companies are changing their view of employees working from home. Employers are putting a lot of trust in their workers and see it as a potential cost savings down the road because they will need less square footage in their commercial real estate.
- Interview process: Based on the availability of talent, we are seeing that employers want to interview more candidates before a decision is made, and we are seeing more and more video interviews. Typically, the first phase of interviewing is a phone screen or series of phone screens, followed by video interviews. The final stage is an in-person interview which does not necessarily need to happen in your office or during normally scheduled hours. Again, safety is key, and clients need to have a level of flexibility now more than ever to make the candidate feel comfortable.
- Candidates: Some candidates are leery of making a move during these times. They feel safe and secure at their current company and feel it is risky to potentially move, even after getting an offer. As a client, you need to sell the virtues of your company harder than ever. You need to sell the candidate on your company being financially secure and that you see a solid future for them. Benefits are becoming more and more important, especially with candidates that are more seasoned. You need to show your company’s commitment to the safety of your employees and workplace flexibility.
This is a quick pulse of the recruitment market that has been greatly impacted by the COVID-19 pandemic. Those companies that are beginning to ramp back up will have choices, and those companies that put the candidate’s safety at a premium will win the new war for talent.
GRN Coastal is a recruitment firm that focuses on finding top talent for electrical, plumbing, PVF, heating, HVAC, and industrial supply distributors and manufacturers.
Contact us:
John Salvadore
info@grncoastal.com
508-589-6022
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