25 TACTICS FOR RECRUITERS TO SURVIVE AND THRIVE IN THE TIME OF COVID-19 PANDEMIC : HR During Covid

25 TACTICS FOR RECRUITERS TO SURVIVE AND THRIVE IN THE TIME OF COVID-19 PANDEMIC : HR During Covid

It has been said that Tough Time Never Last, But Though People DO!!!

We have been through many recessions some or other time, but this is different because of the health and isolation factors. And with the fact that it’s vaccination or medicine is not available.
We can’t meet clients or candidates face to face, they can’t meet each other, and most recruiters are working from home, in some cases mandated by the government.

But we must be adaptable. And we must find a way to squeeze what we can out of what’s available. And one thing that is available right now for many of us, is ‘time‘. So I am kicking off a discussion on how to be productive in this environment.

I love a structured approach to a problem, so I have broken it into few segments. My ideas, and tips I gleaned from other recruiters this week.

If you have ideas to add, please do in the comments section. This is just a start.

1. These are our current open orders. Of course. It’s obvious, but we need intense attention to this right now. If the client is hiring, we must find candidates and arrange video interviewing. It’s all new to all of us, so you need to be the ‘motivator’ and the facilitator.

2. Feedback from many hr during covid, where the country is in lock-down, is that offers are being made, but start dates can’t be confirmed, because no one is at work. That’s OK. Work with the new normal. Never has the role of the recruiter as ‘consultant’ and ‘influencer’ been more needed. Talk all parties through this. The world does not stop. We can interview, we can second interview, we can reference-check, and we can deliver an offer.

3. Let’s negotiate a ‘conditional start date’. (I don’t know how employment law plays into this. Find out). So it’s an offer made and an offer accepted, and a ‘conditional start date’ of 1st June (for example) agreed. Both parties accept this may change. But tie it all in. Maybe negotiate a small part payment with your clients. Refundable if the person does not start. But the work has been done, has it not?

4. So job-openings are in free-fall for hr during covid and all we read about is job losses. Can’t hide from that. But many companies are hiring.

5. A quick scout around my client base and a bit of crowd-sourcing on the topic created a summary of industries where my clients have picked up fresh orders this week. Hr challenges during covid ppt. You can also do such R&D and make your own list.

6. This is just a thought-starter. A great topic for your next Zoom hook-up with colleagues. “Let’s go on a job-hunt”. If ever there was a time for ‘proactive hunting‘, this is it. We must track down where the need is and present our case.

7. Whatever you do, talk to clients. Call clients to see if you can assist with ideas about how to manage the crisis. Not as a health expert. But how other clients are managing the workforce. Strategic human resource management and covid-19 emerging challenges and research opportunities. Start a conversation about when the recovery comes. OK, they are not hiring now, but this will pass. What skills will they need then? Offer to build a pipeline of talent for that day. They may even pay you to do it. But at least you are keeping engaged and when the wheel turns and they do need to hire, you will have a bank of pre-qualified talent to place there.

8. Remember too that the employment dynamic has changed. Typically from a candidate-short one to one where more people are available. Indeed, some hirers might get flooded if they recruit now.

9. Think of service offerings you have not offered before.
– Maybe a screening service.
– Maybe a reference-checking offering.
– Maybe managing the application process, including candidate communication.
– Maybe the ‘pipeline build’ I mentioned above.

10. Some hr during covid have talked about lowering fees and even free placements. I am not convinced. Look, do what you must, but maybe different payment terms is a better idea, where you get your fee upfront, but the client pays in five instalments. This might be attractive to a hesitant client.

11. I know you don’t need candidates now. But they need you! Call candidates, whose options have dried up overnight, to reassure them they will not be forgotten when things recover.

12. Offer candidates a free, no-obligation, resume review, career planning or salary benchmarking chat. You are at home; they are at home. Why not?

13. Call every person on your ATS, that you have met or spoken with, and reconnect. Maybe start with the simple question, “Are you OK?”

14. Offer your candidates help to use any downtime to improve and work on their online brand. Writing content, tidying up profiles.

15. Everyone is scared, and many have lost jobs. Be generous. Not only out of pure humanity, but trust me, people will remember those recruiters who reached out when the chips were down.

16. Whenever you talk or email, whoever you talk to – spread calm. Be the voice of hope. “This too shall pass”.

17. Invite someone to a ‘virtual lunch‘. You and your sandwich, them with theirs. Skype or similar. Add wine if appropriate.

18. Share ideas. Be visible.

19. Return messages. Try to help. At least offer a supportive word.

20. The summary of all my tips regarding outgoing candidate and client contact can be summed up with my hybrid word ‘Brengagement’. Build your brand by useful and generous engagement. Even if the rewards are not there for now.

21. Prepare marketing ideas for the recovery. Make action plan of your business once things will start working normally. Improve your systems and processes.

22. Write 10 blogs. Write on your business website or make a new with your passion and start writting.

23. Fix up and maximise your social footprint.(LinkedIn profile etc) Clean up the CRM and your blog subscriber lists.

24. Update files and clean out your drawers. Get that long-promised training material finished.

25. You will have better ideas than this, but there is much we can do. All these ideas are just the beginning. They are just my half-baked ideas from my desk on a Sunday afternoon. You can do better and be more targeted to your business and your market.

However, staying productive will be critical for business success, taking advantage of an eventual recovery, and your sanity right now.

Please join in and share your ideas in the comments below.

Above all, be kind. Do the generous thing.

Stay Blessed. Stay Home. Stay Safe. Stay Strong.

Be Positive. Keep Smiling. Thank God.

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Wishing you the warmth of the bonfire and the sweetness of til laddo – A very Happy Makar Sankranti to you and your family.

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