Why you shouldn’t stop hiring during Covid-19 – Referment

Talent acquisition teams, hiring managers, and business owners are contending with a new host of challenges that are expanding each day and redefining how recruitment processes take place. To put it simply, Covid-19 is taking something that has, up until a few months ago, been an entirely in-person experience and turning it rapidly into a virtual one. 

Between February and March 2020, there was a 29% drop in job postings online, compared to the statistics from the same time last year. The recruitment industry has slowed down, but while some companies have implemented a decline in hiring or put a hold on it completely, the supply of new candidates has soared. 

The process has changed along with expectations from both clients and candidates, so with this in mind, can companies continue to hire during Covid-19 and capitalise on an unprecedented candidate pool?

The pool is fuller than ever

You may be slowing down your hiring efforts, but high-quality candidates have not gone anywhere. LinkedIn has over 575+ million users, with more than 260 million monthly active users. Of those LinkedIn users who are engaging with the platform monthly, 40% access it daily. Since covid-19 this has almost tripled, as it was announced this week that candidates both still employed and who have been made redundant are ramping up their efforts to find new roles. 

Careers still need to progress and organisations still need to keep the wheels turning. Growth may not be possible right now, but sustainability and consistency will enable you to make the most out of a surreal situation. Candidates know that the hiring process may be longer or delayed – remember that and be as transparent as possible.

At the end of the day, 25% of the UK workforce will actively be looking for jobs over the coming months, can you afford to stop hiring during that time?

Adjusting to the new norm of hiring remotely 

It can be difficult to follow through with a hiring process that has drastically changed in the space of a few months. Employers now realise that flexible work practices have the potential to improve productivity and support diversity and inclusions through inclusive recruitment processes. With no definite timeline as to whether working from home will disappear or is here to stay, company’s need to evolve their hiring process to also suit remote onboarding. 

Shifting your approach in bringing new talent into your company, may help you refocus your covid-19 outlook in the right direction. 

The bottom line is that companies simply cannot afford to stand still. More attention and expertise needs to be given to the online element for all industries and that for many, will require the need for an internal hiring campaign. Understandably everyone is watching their budgets with a magnifying glass, but careful strategy and planning can allow you to spend money on roles that will give you a positive ROI. Whether it is a short-term fix or a long-term investment, candidates are building in numbers and all are ready to show the value they can give.

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