How to Ramp Up Your Recruiting in a Post-Covid World

by Mike O'Neill

Like many other aspects of business, recruiting has been altered by the specter of Covid. What used to be a straightforward process now feels foreign for many business owners, especially in a job market with an apparently shrinking pool of applicants. 

What can the average business do to make sure they find the best talent for roles they have to fill? Not the same things they’ve done in the past. Covid’s impact on the recruitment process will likely shift the face of hiring for a long time, maybe even permanently. How can you ramp up recruiting in a post-Covid world?

If you want to find the best candidates for your business, you’ll have to think outside the box. Recruitment is more critical than ever for your business, but how you recruit could mean the difference between outstanding employees or facing a shortage of help. Here are some tips to help you ramp up recruitment in your business post-Covid.

Lean On Technology

Most of us are more familiar with things like Zoom and Google Meets than we ever wanted to be, thanks to Covid. But our reliance on these types of tech isn’t just going to get us through the workweek. Technology is going to be how you find and interview your potential candidates.

Virtual interviews are a thing, and they’re going to be around for a while. Besides being very convenient for both you and the candidates you’re interviewing, offering virtual interviews sends the message that you value your interviewee’s safety. Showing that you care about your potential employees will help them realize what a great employer you would be, and it could help you fill your job vacancies more quickly.

Know Exactly What You Need From Your Candidate

When potential employees are more difficult to find, you may need to reevaluate your idea of the ideal candidate. What traits are essential for your ideal recruit, and which ones can you cultivate once they’ve been hired?

Now may be the time to give less qualified but eager-to-learn candidates a chance. Being able to train and develop your new employee to be the perfect fit for your business may be a better option than trying to find one that’s ‘perfect’ right from the start. It’s not about lowering your expectations, but it is about being flexible to meet the needs of both your business and your employees.

Get Social on Social Media

Like it or not, social media is more than just a place where people go to share their lives with their friends and families. It’s where networking happens, where reputations are made and broken, and where potential employees are looking for jobs.

Your potential candidates are already online, so you should go there, too. This may mean posting job vacancies on your social media pages or even boosting your social media presence if you haven’t already. 

Social media is also a great place to share aspects of your company culture. This allows potential employees to get a better feel for whether or not your business is a good fit for them. And it helps you reach a wider pool of candidates more quickly, which could help reduce the time it takes to fill the position.

Offer Incentives

Since Covid, many people have taken a hard look at their jobs to see if they are truly happy in them. In some industries, employees have walked away from jobs that put them at risk of illness or customer abuse, which offered low pay rates. People have decided that life is short, and they seem to be less afraid to avoid work with few good benefits or lots of unnecessary stress.

Now may be the time to review the benefits you offer or consider hiring bonuses to encourage people to work for you. Employee referral programs have also proven to be effective.  It might also be a good idea to make sure that your company culture is healthy and that no toxic issues threaten to make your current employees unhappy.

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