If there’s one thing the pandemic has left its mark on, it’s the workplace and how we do business. In particular, the hiring process has been turned on its head, in a way that some LA employment law attorneys say will impact the job seeking process for the foreseeable future. With the landscape changed, how will you adapt your hiring strategies to fit the current climate? Here are some of the latest methodologies you should employ to ensure your hiring goals get met.
It’s Time For Technology To Take Its Place
If you’ve been lagging behind in making your hiring process high-tech, now’s the time to play catch up. Now that your HR team may well be scattered to the winds and having difficulty coordinating, the latest technologies will make the difference in allowing them steady communication so that they can collaborate, track candidates, perform interviews, and the like.
You’ll have to be nimble to adjust to this new, mostly-virtual way of doing things, and you’ll need to train your teams to compensate for some of technology’s limitations. It’ll be more difficult, for instance, to pick up on all the subtle cues that spell out a good hire during an interview, so you may have to adjust your interview assessments to ascertain the information you’d normally be able to pick up on in-person.
Focus On Your Present Workforce
While you may have the urge to try to push recruitment as hard as possible, you’ll also need to understand that such a strategy may not be feasible in the current climate.
With uncertainty looming, some have put a halt on their job search, and if you were in the market for attracting talent from overseas that may also have been impacted. So, instead of recruiting heavily, you might be able to take the chance to look at your present workforce for areas of improvement.
Could you bridge those skill gaps with new training, or enhance your employees’ knowledge base in other ways? Now’s the time to get creative and rebuild from within, if you’re capable of doing so.
Switch To An Interim Strategy
Let’s say hiring is essential and waiting won’t cut it. You might be able to stay on track by using interim hires. Instead of focusing on full-time, long-term employees and making a poor decision that ends up being costly, you can stay nimble with short-term workers until the talent pool regains some stability. That way, once things are back to normal, you can shift your focus back to finding those top-skilled workers.
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