HR in the Times of COVID

I feel like we are shifting gears into more of a new normal as it relates to the world of work. COVID is now just another thing on the plate of HR to deal with, in addition to everything else. I know that there has been a significant amount of disruption in our jobs, but also in a number of people's day to day work experiences, and unfortunately, some people's jobs have been impacted.

Let's talk about recruiting. There's obviously going to be a number of people entering the marketplace right now looking for new jobs. I'd like to help our readers think about job seeking from an HR standpoint.  How are we changing our recruiting processes? What are we doing? From a candidate standpoint, what are some things that you can do to help yourself be in a great position for an opportunity? 

The interview process is changing drastically.  Video interviews, limited interviewers, and physically distanced interviews are the norm.  One of the challenges a candidate and employer will face is how to get a true sense of job fit without a fully immersive experience.  

The other challenge a candidate will be facing is the drastically larger number of candidates in the job search.  How you do set yourself apart?  By being authentic, and ensuring your digital footprint will connect you to the right opportunity. 

Pre-pandemic, in one organization, for a software development role, it would take a week to find maybe 10 or 15. In the first three days when they posted a developer position, over 40 applied.   

What we're seeing in my organization is even even larger numbers. In the hundreds of applicants, we had to screen almost 500 applicants for an open position in Minneapolis, for instance. This is very different than about six months ago as it relates to number of applicants. So from a from a candidates perspective, there's a larger competitive landscape out there. A lot of people have been impacted. 

In order to screen candidates, many HR professionals are asking questions related to how candidates have handled COVID.  Probing questions just about how their current or previous employers handled COVID, and if they agreed with it, if they didn't, what they liked what they didn't like, etc. 

HR is learning as we go.  We don't know what's going to work, and we are doing our best to make educated decisions related to recruiting and retention. The people that are the most creative and, and innovative and able to flex the processes quickly and be nimble as an employer.  Employers who do this will win in the long term.  

On the candidate side, innovation, flexibility and the ability to pivot will set you apart.  I've had conversations with a number of people who were impacted at no fault of their own. Absolutely stellar candidates resume I would love to have had across my desk when we were in full blown hiring mode. People need to put themselves out there and start to make connections.

A local contact reached out to me wasn't asking anything of me just wanting to learn, wanting to learn what we're looking for, learn about the company, get the name out there. He had been laid off from a local manufacturer, and was looking for advice.  Guess whose resume I have sitting on my desk for the next time an opportunity opens up.  As a HR professional, I also share those great candidates with my network when I don't have an opportunity open at my company. 

Just. Make. Connections.  

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