Adapting Your Recruiting Strategy During COVID-19

Learn how to adjust your recruiting strategy for our current job market.

From February to May 2020, the number of unemployed Americans rose by more than 14 million due to widespread layoffs, furloughs, and closures. After years of hiring in a competitive labor market, many recruiters now have access to a large pool of candidates. The downside of this, of course, is that your recruiters may find themselves spending more time wading through large volumes of resumes in order to identify the most qualified applicants.

While the economy gradually regains its footing, some industries will likely continue to face this reality, warranting a shift in hiring strategy for many organizations. The following tips can make it easier for your hiring managers to home in on the most qualified candidates.

Empower Applicants To Self-Select

The application process can be time-consuming for both the job seeker and the employer. In times like these, making it easier for job seekers to make an informed decision before they submit an application can help ensure you’re attracting the most qualified candidates. Now is a good time to revisit — and potentially rewrite — your job descriptions to ensure they include detailed information about the role, your company, and most importantly, your hiring criteria. Be sure to include enough information to help applicants determine whether or not the role, and your organization, are a good fit for their background, strengths, and career goals.

It's also a good time to make sure that your websites and social media pages include information regarding your company’s culture. For example, if your organization has invested in things like employee development and community engagement, be sure to highlight these commitments so that candidates are aware of your company’s values.

Consider Hiring Tools

Over the last decade, tech companies have increasingly turned their focus to HR technology, developing solutions designed to make the hiring process faster, easier, and more efficient. For example, today’s applicant tracking systems can help streamline and automate many aspects of the resume review process, making it easier for your recruiters to quickly identify the most qualified applicants.

However, before adopting new technology, be sure to get buy-in from your team. PwC’s 2020 HR Technology Survey finds that managers who are expected to use HR systems are two times less likely than the C-suite to say that these systems are effective. Ultimately, involving your employees in the decision-making process can help ensure that you’re investing in the most effective and useful technology.

Adapting To Our New Normal

As more companies are operating remotely, many of the more traditional aspects of the hiring process — such as in-person interviews — have fallen by the wayside. While video calls are often a sufficient replacement, they can make it difficult to assess factors like personality, confidence, or an individual’s chemistry with their potential teammates. In the absence of face-to-face interviews, consider adding peer interviews to your interview process or exploring other opportunities that might help you and your final candidate assess mutual fit.

Finally, it’s vital to understand that this particular economic downturn is unique. While unemployment is at record levels, some industries have fared well. Although it may be easier to attract top talent in our current job market, a continued investment in your company’s culture and employee benefits will help you retain those employees once the job market stabilizes.

Learn more about hiring and onboarding in a remote environment in the Winter 2021 issue of Commercial Insights Magazine and explore our tips for managing remote teams.

The Regions Approach: Bring Your Whole Self to Work We have a passion for creating an inclusive environment that promotes and values diversity of race, color, national origin, religion, age, sexual orientation, gender identity, disability, veteran status, genetic information, sex, pregnancy, and many other primary and secondary dimensions that make each of us unique as individuals and provide valuable perspective that makes us a better company and employer. More importantly, we recognize that creating a workplace where everyone, regardless of background, can do their best work is the right thing to do.
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This information is general in nature and is not intended to be legal, tax, or financial advice. Although Regions believes this information to be accurate, it cannot ensure that it will remain up to date. Statements or opinions of individuals referenced herein are their own—not Regions'. Consult an appropriate professional concerning your specific situation and for current tax rules. Regions, the Regions logo, and the LifeGreen bike are registered trademarks of Regions Bank. The LifeGreen color is a trademark of Regions Bank.