If you are like me, you have spent the last several weeks trying to determine how to contribute as a recruiter in this new world we are living in. We are all experiencing what I describe as whiplash as a result of the amazing economy and candidate-driven market, we have been working in prior to this COVID-19 pandemic. So as our team of recruiters at Jabian determined how to move forward, we thought we would share our thoughts and hopefully, it can be of benefit to you as well.
1. Are my job postings accurate and relevant?
At the onset of a hiring slow-down or freeze, the status of visible job postings may not be an accurate representation of a new reality. Leaving postings on digital media channels that are no longer active could result in a negative candidate experience. Talent acquisition should proactively update postings and communicate the status change to candidates currently in the pipeline.
2. How can I stay connected to my company’s overall response to the crisis?
Identify ways to stay closely connected to the company’s response to the crisis. Is there a team of leaders that are making key decisions? Is talent acquisition a part of that team? The more knowledge talent acquisition has of the core business response, the more easily they will be able to respond when hiring increases.
3. How can TA help other departments?
Talent acquisition has a keen understanding of the inner workings of the business as a result of hiring talent for various groups. Now is a great time for talent acquisition to put those skills to work. Below are a few examples:
· Human Resources: Assist with HR duties, such as talent management, employee relations, policy review, etc.
· Outplacement services: Apply recruiting skills to assist those in transition. Examples include networking to support job search for furloughed or laid-off employees, resume review, and interviewing workshops.
· Partnership with other Departments: Work more closely with departments such as marketing on branding projects. Provide operational support for various departments outside of talent acquisition. This type of involvement could benefit future recruitment efforts for the company.
4. What gets pushed to the bottom of my To Do list when I am busy?
Now is the time to tackle the projects and responsibilities that you never seem to have time to do. Examples include:
· Test new tools and processes: Consider testing or experimenting with new or updated processes and technologies during a time of lower volume and risk.
· Applicant Tracking and Clean Up: Review and update candidate data, requisitions, and interview history.
· Internal Documentation: Create, review or update standard operating procedures, training job aids, etc.
· Competitive Research: Identify key data that can provide your company with a competitive advantage. For example, research competitors’ bonuses and evaluation schedules. Understand the actions your competitors are taking in regards to talent.
· Training and Development: Use this time to sharpen recruiting skills.