At the drop of a hat, the professional lives of millions of workers around the world changed drastically. Some were laid off or furloughed when their jobs seemed reasonably secure just a few weeks earlier. Others transitioned from office-based work to working from home. Of course, these changes impacted life for HR professionals around the world as well—both in terms of where they work and how they do their jobs.
Based on insights from Joyce Brocaglia, founder and CEO of Alta Associates and the Executive Women’s Forum, and Josh Drew, vice president of Robert Half Technology and The Creative Group, this article details seven strategies to make sure recruiting is effective during a global pandemic:
- Sell the work, not the perks. It was only six months ago that employers were competing for quality employees with hip office spaces, gourmet coffee or even craft beer in the break room, and work-life benefits of all kinds. Naturally, most positions being hired today will be remote for at least a few more months, meaning many perks previously emphasized are irrelevant. Take the opportunity to talk about what the work will be like.
- First impressions still matter. Applicants and hiring managers should still dress professionally for interviews via teleconference, and ensuring a pleasant and non-distracting visual background with minimal background noise is a new consideration on both sides. Video interviews can actually be helpful to hiring managers, as it gives them the opportunity to gauge the passion with which the applicant talks about this job and past experiences.
- Test the environment. Many companies do a “mock interview” before the official interview to ensure that all technology is functional on both ends. Whether this is a formal step or not, both parties should test their systems ahead of the interview.
- Don’t be late. Being on time for an interview is a basic thing for applicants, and this has not changed in the world of online interviews. But hiring managers should take care to be on time as well. This can raise a red flag—especially for the most talented candidates.
- Verify candidates’ identities. While checking identification at the door is a natural part of the process for in-person interviews, this is more awkward for online conversations. Applicants using false identities may be trying to hide something in their past, or they may intend to embezzle funds or steal merchandise. Hiring managers should scrutinize the background check report when it comes in, watching for discrepancies with information given in the interview.
- Reconsider relocation packages. U.S. employers will likely have most of their office employees working remotely for at least the next six months, but many new hires will be eventually expected to work at a particular location. This means that relocation benefits may need to be restructured so that employees can use them at the most convenient time for their family to make the move.
- Rethink onboarding. The first few months of new employees’ tenure can make a huge difference in their success, and the current situation is not ideal. Shorter-term success goals, a formal program of internal mentoring and external coaching for new employees, and more frequent check-ins with supervisors can help.
Given the extra work involved in securing a mobile workforce, some CISOs are hiring even when other parts of a company are not. These tips can help them recruit the best talent and build their teams for the long term—rather than finding a warm body for the short term.
Read the source article at Dark Reading