Hiring Staff in a Post-Pandemic world - Peter Boolkah

Hiring Staff in a Post-Pandemic world

As we move post-pandemic, many companies are turning their attention to hiring staff. It may be that during the pandemic employees had to be made redundant. It may be that as a business you used the pandemic to plan a strategy and realised you have gaps to fill. It may be that demand for your product or commodity has soared and you need more staff to keep up with demand. Whatever the reason you have for recruiting new staff, it is important you consider the changes the pandemic has made to the work landscape and how that translates in hiring staff. Recruiting during a labour shortage means we must adapt in order to access good people. Flexibility is key. The pandemic has changed what the workforce expects. I spoke to Ira Wolfe, author of the best selling book “Recruiting in the Age of Googlisation” for my latest episode of my YouTube channel The Transition Guy about how to tackle hiring in a post-pandemic world and he offered some interesting insights into recruiting now.

 

Improve your recruitment process.

If your recruitment processes weren’t working before, unlearn them. Defrag your brain. Listen to what your workforce wants and work out what your business needs to go forward. It’s not just about functional skills, these can be taught. Find candidates who are passionate and open to change and want to learn. People who can adapt their skills to suit different parts of your business. Flexibility can work both ways. 

 

Look at how you reach people.

Look at what is working in your business model and what isn’t. It could be that the recruitment site you are using isn’t working. Change it. Could a Facebook advert work better, targeted exactly to the group of people you want to attract? Think of recruitment as marketing. Change the way you reach people. 

 

Engage with people.

If you can’t offer people the flexibility they crave then what else can you offer them as an incentive? People have more choices when it comes to work now. Communication with candidates is key. Talk them through the hiring process and let them know what the different stages are. This will help them prepare and succeed. Consider your candidate experience. Tell them what they can expect from a job at your company. Don’t give candidates who you don’t hire the chance to resent the company. That can translate badly when they share their experience to others. 

 

Keep the application form simple.

Consider a two stage application. Do you need to know someone’s gender, race or age? Limit the screening questions to eligibility for the role to qualifying questions. Do they have the qualifications? Do they have the ability? Are they reliable? Are they going to show up? Don’t make the process difficult or painful for them.

 

Better onboarding.

Once you have hired a candidate, keep communicating. Find out what they want in terms of continued professional development and learning. Where are their gaps? Where are their strengths? What do they need to know about your business to fulfil their role successfully?

 

Finally, don’t dismiss Generation Z. 

Every business must have a digital footprint now to succeed. As technology speeds up and offers us new ways of doing things we must look to implement it in our businesses. Hiring the staff to do this is paramount. Years ago Gen X were seen as a bunch of young people with no worth ethic. They were often overlooked, which was a mistake. Look at the founders of Twitter and Facebook. Social media was born out of a group of Gen X’s getting together and using what they’d learnt at the start of the dotcom era and using it to format their ideas. Now it’s the turn of millennials and Gen Z. We should see this group of people as our future. They may be able to fulfil a need within our business model that allows us to digitally evolve, meaning we can keep up with our competitors and possibly overtake them. The world is changing quickly and the old ways are being replaced by new ways, Ira says the world will change four times faster over the next 60 years than it did before. Paradigm shifts mean what used to take a year will now take three months!

 

If you want to speak to me about Hiring in a post-pandemic world, contact me.

And remember, failing to learn is learning to fail. 

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