3 Tips To Successfully Hire Displaced Workers

Recent layoffs have created a pool of talented, immediately available candidates

In late July, Uber laid off 400 people from its marketing team. That's following several other layoffs from large companies this year, such as GM and U.S. Steel. 

Recent layoffs surprised people, especially those who thought displacement only impacted factory workers. Today's displaced workers range from hourly workers to executives from companies of all sizes. 
 

The silver lining is these layoffs create a pool of talented, immediately available candidates. Understandably, displaced professionals are uncertain and fearful about their career trajectory as they re-enter the job market with more caution than other candidates. In fact, 43.8 percent of displaced talent shared they're uncertain about their future job security, according to The Displaced: How to Reach an Overlooked Talent Pool, a recently released report by our team at Berke. 

To effectively engage and recruit this talent pool, HR professionals can't utilize the same hiring methods they use for other candidates. Winning over displaced talent requires new strategies.

Here's what you need to do: 

Displaced workers don't want to be viewed as just another person applying for just another job. They want to know they're the right person. 

After suddenly losing their place, they long to feel confident in both themselves and your company. For 24.6 of displaced employees in our research, this confidence can come from knowing their skills prepare them well for the job. They said if a company asked them to complete a personality or skills assessment, they'd feel more confident they'd succeed if offered the job. 

Take time to talk candidates through their assessment results to show them how they will contribute to your team. Detail what unique personality traits and skills they offer that your organization needs.

Over half of the displaced respondents said they were concerned about personal finances immediately after losing their jobs. This sentiment can make hiring teams feel the only way to calm displaced talent's fears is with an impressive salary. 

However, focusing on money alone is not enough to engage displaced workers once they're hired. An overwhelming 61.8 percent of respondents said they would take a job because they needed the money, but then continue to look for another job. 

The good news is, you can engage displaced workers with more than money. Company culture is the No. 1 reason displaced workers would turn down a job offer. So your company culture is critical in motivating them to accept a role and to stay. 

Start by attracting displaced workers with a video that displays your unique company culture. Take them on a virtual tour of the office that illustrates the day-to-day office environment. 

During the interview, schedule time for the candidate to meet with at least two employees who are not the manager or supervisor for the role. Meeting with peers will help them form a well-rounded view of the organization.

During typical interviews, conversations focus on the role for which they are applying rather than future roles. Displaced talent is unique because they need conversations to be forward-looking.

Consider the fact that just a few short weeks or months ago, they thought they knew where their future was headed. Then the rug was ripped out from underneath them. This makes it more challenging for them to trust that their futures will be secure if they join your company. 

Nearly 40 percent of displaced workers said career development opportunities are a top consideration when looking for a new job. Show them how their current skills will develop and evolve with the help of mentors and other educational opportunities offered by the company. 

Kelly Land is the Co-Founder and CEO of Berke.  Connect Berke Group Follow Berke Group