Even if nearly 80% of currently unemployed Americans are temporary layoffs, or furloughs. But that’s no guarantee those companies will survive and be able to hire all of those people back.
According to our latest ongoing research of the impact on recruiting and hiring, only 21% of employers still say their hiring hasn’t changed or they’re actually increasing hiring (as of May 15), a decrease of 19% since early April. Of course that changes daily, so we’ll have to see where it goes.
Thirty-two percent of employers said they were redeploying displaced employees – for example, healthcare organizations redeploying nurses to manage employee and patient/family screening stations instead of laying off, furloughing and/or forcing PTO. And 79% were planning for at-risk employees who can’t return to work. And 63% of employers have or are planning for post-coronavirus recruiting and hiring, whatever the heck that looks like with the fits-and-starts stages we’re definitely going to experience in the next 6+ months. Lots of scenario planning happening here.
Compassion, empathy and kindness: those are all qualities we all need to have more of today and in the months and years to come. Employers are already receiving spikes in job applications, and so many of those individuals will most likely not be qualified. Fact is, qualified or not, we’re all perpetual job candidates longing for meaningful and rewarding work, work that helps provide shelter, sustenance and safety. And sadly, so many more of us are breaking under the weight of today. Please be kind to each other and help where you can. There have also been many collaborative efforts to get people back to work, including helping laid off recruiters find recruiting jobs at Recruiters Recruiting Recruiters and helping many other job types listed here.
In addition to all the collaborative efforts of kindness helping others find work, this is an opportunity to take a look at and improve all the recruiting and hiring things at your own company, especially if you’ve reduced hiring or frozen hiring all together. Here are 10 things to consider doing to prepare for hiring to come:
Speaking of best practices, here are three related to candidate communication and feedback during pre-application, the application process, and screening and interviewing. This is from our 2019 North American benchmark research (all regions are free to download), and all are key differentiators year after year:
Based on Talent Board’s research and long-time mission of elevating and promoting a quality candidate experience, the following are all key competitive differentiators year after year:
Employers must keep communication open with all their candidates, external as well as your internal employees, as it is more critical than ever. Letting them know that, even if hiring is slowing for your organization, you still want to do a better job at recruiting and hiring, which we know you all do. This can help with your overall perceived fairness and brand perception in the near term and the long term.
Plus, understanding your candidate experience strengths, weaknesses and perception gaps will help you better understand and ultimately make improvements to your processes that will benefit you today and, in the future, once we’re beyond this healthcare crisis. Thank you Survale for powering our survey research!
Even in these uncertain times, candidate experience is more important than ever. And since there are many industries and employer still hiring essential workers, and there is some economic awakening on the horizon, Talent Board’s 2020 CandE Benchmark Research Program will be extended through September 30 (the current deadline is August 31).
Kevin W. Grossman is the Talent Board president of global programs responsible for all aspects of the Candidate Experience Awards worldwide, the first nonprofit research organisation focused on the elevation and promotion of a quality candidate experience. He also produces and hosts multiple “world of work” podcasts including The CandEs Shop Talk and WorkingTech. A certified Talent Acquisition Strategist (TAS) and Human Capital Strategist (HCS) by HCI, Kevin has over 19 years of domain expertise in the human resource and talent acquisition industry.