Hiring In The New Normal

How to source and integrate new talent in the post-Covid-19 world

Since the moment the World Health Organization declared Covid-19 a global pandemic on March 11, 2020, every aspect of life has been indelibly changed. From bringing travel both domestically and internationally to nearly a full halt to mask mandates, we’ve been forced to reimage and restructure our daily lives.
 

Among the biggest changes brought forth by the necessary social distancing measures was transitioning away from traditional workplaces. Social distancing brought challenges and forced employees to rapidly adapt to new technologies, ways of working, and a shift in work-life balance. But for many employees, it brought opportunities for a new level of flexibility that were not as prevalent in the pre-Covid-19 workplace. For HR professionals and hiring managers, some of the biggest challenges faced were sourcing and onboarding new talent remotely, often on a leaner budget, and keeping employees engaged in a remote workplace. It also allowed for HR professionals to source talent outside of their standard geographic boundaries, potentially reaching talent that is more diverse, more qualified, and able to bring out-the-box skill sets to the job. 

As we are now entering a new phase of the pandemic, hiring practices must again transition to meet the needs of both employers and employees. Here are four recommendations for HR professionals and hiring managers to consider as they look to hire while transitioning to the post-Covid-19 world.

Clearly Communicate Plans for Transitioning, Health and Safety

Inevitably, Covid-19 left many with anxiety and fear about being able to maintain their health and safety during normal daily activities. Even after vaccination, many may still be uncomfortable with returning to the standards and work practices in place before the pandemic, especially when Covid-19 continues to spread. To attract new talent and provide them with peace of mind around their safety and comfort, be upfront and clear about the plans your company has put in place to support employees well before onboarding. 

Each company has different courses of action to bring employees back to the traditional workplace. For some companies, the choice is to wait until all staff is fully vaccinated. For other companies, return to the office will align with the mass opening of schools. And still other companies will determine their back to work plan based on how employees travel to work; making considerations for those who have to commute on public transportation. Communicating transparently during the recruiting and hiring process is critical. Detail what your company is planning in terms of returning to work and the health protocols – from masking, sanitization, physical barriers, air circulation, to social distancing in office – to keep employees safe. Making them feel comfortable and able to excel at their jobs is a vital component to attracting and hiring highly qualified talent during the new normal. 

Consider Maintaining Flexible Practices Established During the Pandemic

One of the benefits of the remote workplace was the ability for employees to establish more flexible routines while still meeting their professional responsibilities. In fact, a recent Yoh survey of 1,300 employed Americans found that 44% of employees found ways to be more flexible at work over the past year. From casual dress to working from any location and more varied hours, the pandemic has shown that most employees are capable of adapting to new technology and less-structured offices successfully. 

For many, this new perk is one they don’t necessarily want to give up during the transition back. Other employees may miss working in the more social, office-based environment.  They may want to return to the offices as soon as possible.  Hiring managers should establish what their new policies around working from home, dress code and other aspects of flexibility will be and communicate them clearly as they start the hiring process. Additionally, be open to hearing what potential new hires are comfortable with in terms of their work arrangements. Openness to adjusting to how employees work best broadens the talent pool and allows potential new hires to have the autonomy to perform optimally and may be a differentiating factor between companies. 

Be Clear about How You Can Foster Professional Growth

According to the same Yoh survey, 73% of American’s reported that they were unable to grow professionally over the past year. For HR professionals and hiring managers, 2021 should be a year of focusing on growth opportunities for the new employees you are hiring and onboarding. As you begin your hiring and onboarding process, be clear about how your company will support continued professional growth. Provide details upfront about different learning opportunities available and programs the company has established to support growth. Further, make it a point to ask employees what their goals are for professional growth and communicate how best you will be able to meet them.

Keep an Open Mind When it Comes to the Home Location of New Employees

In addition to flexible hours and dress, many employees appreciated the ability to work from any location during the pandemic. For some, it meant permanent relocations away from city centers or otherwise while still being able to work for the same company. Consider putting in place a policy that allows for full-time remote work to attract new hires who work from any geographic location. While there may be necessary parameters around time zones or certain instances when it may be necessary to be physically in the office, removing geographic boundaries in your hiring practice opens up a wider talent pool for an organization. This not only helps you recruit more elite talent, but also allows you to create a culture that fosters a good work-life balance and keeps employees engaged in their jobs by allowing them to pursue the lifestyle that best suits their needs. 

No doubt, the past year has brought many challenges and lessons. As we now see a light at the end of the tunnel, it’s critical for the health of companies, as well as their employees’ present and future, to be thoughtful in an organization’s staffing practices and return-to-office plans. Opportunities for significant growth exist; there is no doubt. Consider lessons learned over the past year and the value gained in accommodating employees in the best ways possible. Be open, receptive and transparent in your recruiting efforts to position yourself for success in the post-pandemic workplace. 

Author Bio

Kirt Walker is Vice President of Human Resources at Yoh. Visit www.yoh.com  Connect Kirt Walker