Until recently, the labor market was characterized by a war for talent, but today it is dominated by uncertainty. The coronavirus crisis has arrived in Germany and is leaving its mark on the German economy. The current situation is affecting employers and employees alike. Depending on the economic situation, many companies are currently focused on retaining their own employees. However, the following section explains why it makes sense to continue recruiting even in these times and what this might look like.
Active applicant management – That’s what matters now
It is still unclear how long this crisis will continue to affect us in Germany. Nevertheless, you can already prepare yourself optimally for its end by thinking about tomorrow today. Many top candidates are on the market right now, so don’t miss the opportunity to get in touch with them now.
Even if it is not currently possible to hire new employees, common perspectives can be explored first.
Initial virtual interviews can be used to assess whether the candidate is a good fit for the company. This ensures that only suitable candidates who are motivated to change jobs are added to the company’s talent pool, which can be accessed at short notice. Regular status updates and general “staying in touch” can also help to retain the applicant’s interest in the company for future positions.
However, it is important to always be transparent. Especially in these uncertain times, it is more important than ever to win over candidates through transparency. If you are not yet able to estimate when the earliest possible start date at your company will be, then be fair and communicate this to the candidates. Working together can only lead to success on the basis of trust, so it is important to start building this now.
Strengthening employer attractiveness even in times of crisis
It is now more important than ever to convince candidates that your company is a great place to work and to highlight your advantages. With a strong employer brand, you can inspire candidates to join your company, so that they will be waiting for you. Use this time to refine your public image. When was the last time you looked at your Kununu reviews or updated your social media presence? Social media is now the first port of call for finding out about potential employers, so take this opportunity to present yourself in an attractive light.
Social distancing – no obstacle to recruitment
Personal contact must be kept to a minimum in order to minimize the risk of infection, and this must also be taken into account in the recruitment process. As a rule, meeting in person is essential during the application process, but these extraordinary times call for a rethink. Don’t cancel interviews that have already been arranged, but switch to a virtual space instead. Numerous tools such as Skype, Webex, or Zoom make it possible to hold online video conferences. So don’t waste any time in the hiring process; be bold and try new approaches. Another proven selection tool is telephone interviews. Take the opportunity to get to know each other and find out in a preliminary qualifying interview whether the candidate is a good fit for you and whether you are a good fit for the candidate. Clarify all the basic conditions for cooperation that are essential for both parties in a telephone conversation. At the same time, give the candidate an insight into your company and tell them about everyday working life or previously unknown benefits that your company offers its employees. Technical questions can of course also be included in such a conversation. As a rule, you can get a good impression of the candidates after 30-60 minutes. You can then decide whether the candidate has a place in your talent pool.
Recruiting in der Krise – oder Glück im Unglück?
Da immer mehr Unternehmen durch die Krise ins Straucheln geraten und sich in diesem Zuge von Mitarbeitern trennen müssen, stehen aktuell zahlreiche qualifizierte Fachkräfte auf dem Arbeitsmarkt zur Verfügung. Doch nicht alle Branchen sind derzeit von der Krise betroffen. Den Unternehmen, auf die sich das Corona-Virus noch nicht auswirkt, bietet sich eine einmalige Gelegenheit. Ihre Gegner schwächeln im Kampf um die begehrten Talente. Nutzen Sie also diese Chance, um Top-Kandidaten für sich zu gewinnen und Ihr Team breiter aufzustellen.
Time for reflection
If active recruiting is not possible for you in the current situation, use the time to reflect and tidy up. Does your company have a clearly defined recruiting process, and is it also documented in writing? Initiate the review phase and consider how the process can be optimized to fill future vacancies quickly and for the long term. Also think about your job advertisements. Only advertise positions that you actually want to fill at the moment. If a position is to be filled after the crisis is over, leave the job advertisement posted and indicate a possible start date. This way, you can passively fill your talent pool and be prepared to continue hiring. Use this time to give your job advertisements a new shine and enhance their content.
Save unnecessary costs by conducting a cost-benefit analysis of your recruitment channels and discontinuing ineffective ones. Instead, continue to use the platforms that have proven successful. Also take a look at your own career website. What potential improvements can be made here to convince applicants of your company’s merits from their very first visit to your homepage?
Individual solutions are in demand
Especially in times of crisis, there is no ‘one best way’. Only you can judge how and whether you can continue recruiting in your company at present. But perhaps you have taken away one or two ideas for the coming times. Of course, the profil² team is still here to help you with any HR stuff, even during the coronavirus situation. The i-unit group also has some handy info and support for your company during the coronavirus crisis here: https://coronahilfe.i-unit-group.de/.
