3 Hiring Best Practices Regardless of Unemployment Levels

  • feb4social2

Unemployment levels fluctuate, sometimes subtly and other times abruptly. Although unemployment rates were declining as recently as the beginning of 2020, they spiked in a massive way early in the COVID-19 pandemic.

 

Thankfully, unemployment has started to decrease once again over the past few months. In other encouraging news, 57% of businesses expect hiring to return to pre-pandemic levels by the beginning of 2021. However, companies that scaled back on candidate sourcing and hiring this year may have stilted their business continuity and momentum.

 

If your company recently put the brakes on sourcing candidates, it’s time to revive your sourcing practices. Try these candidate recruitment strategies to avoid reacting impulsively to the effects of low high unemployment or low unemployment.

 

1. When unemployment rises, continue building relationships.

 

Why should waiting to source potential applicants during uncertain times interrupt healthy hiring practices? Companies must be able to scale up or down rapidly when marketplace needs change. Not having top talent waiting in the wings can delay business continuity and leave an organization lagging behind more nimble, pragmatic competitors. It can also extend the time to fill jobs.

 

As unemployment rates soar, don’t sit back and wait for amazing job seekers to find you. Look for the ones that have just been furloughed or laid off so you can grab their attention and make inroads before the competition does. You can even take time to reach out to former applicants to gauge their current job situations and see whether they are interested in reapplying. Even if you don’t have an open role in mind, start a conversation.

2. When unemployment drops, look for hidden gems.

 

Low unemployment produces a buyer’s market. Often, prime candidates will stay at their current positions instead of actively sending out résumés. Scour LinkedIn profiles, social platforms, and other sources to find low-profile, high-potential future employees.

 

One of the best ways to source candidates when few people are actively looking for work is to combine aggressive headhunting with grassroots industry networking. Take a look at your intern and mentorship programs to assess how interested or qualified those potential candidates might be in future openings.

 

Try using every available sourcing avenue to find high-caliber applicants. Otherwise, inactive or passive candidates may slip through the cracks and out of your reach when they’re ready for a new opportunity.

 

3. In all unemployment situations, create amazing employee experiences.

 

No matter what’s happening with unemployment levels, keep building your reputation as a place where winners work. At Integrity Staffing Solutions, we focus on maintaining the strength of our brand all the time, putting associates first from day one.

 

We focus on hiring for fit, which means finding the right fit and not just the closest one. Is it challenging to stay true to our desire for best-fit team members? Yes. But it pays off in terms of our own and clients’ business success.

 

During times of fluctuating unemployment rates, it’s crucial not to let those metrics completely drive your hiring practices. Rather than focusing entirely on the ebb and flow of unemployment, work responsibly to source and (eventually) onboard strong people. Even if you’re only in need of temporary talent, you deserve the right fit to improve productivity, decrease attrition, and boost employee engagement.

 

You might be interested in...

2.25.21
Staffing Redefined: Why It's Easier to Land a Job in 2021
What if you could get a great job as a temp or direct hire, with a lot less work — and guesswork — on your part? Staffing agencies such as Integrity have a range of new tools that not only put you in a job faster, but in the right job where you'll be happier and more successful.   Here are some of the innovations that are currently making our job candidates' lives easier.   Remote processes eliminate the hassles The move to online workflows actually started a few years ago, but the COVID pandemic has dramatically speeded up this trend. At Integrity, you can now fill out and submit a job application and other employee documents, take pre-employment tests, have your interview and receive your onboarding initiation — all from your internet-connected device, wherever you happen to be.   Our job candidates and associates love it because they no longer have to physically travel to an Opportunity Center to do paperwork. And those who get nervous during job interviews find that...
Read More
2.22.21
Recruitment Redefined: Factors Challenging the Traditional Status Quo
What if your recruiting team could be faster, stronger and better at putting the right person in the right role? By taking advantage of new tools and trends, you can do all that — and be more cost-efficient, too.   Following is an overview of the forces we see changing how candidates are sourced, qualified, hired and onboarded.   Technology takes over the gruntwork In our last blog, we discussed the tech stack Integrity Staffing Solutions currently uses to improve performance — both our own and our job applicants'. From workflow automation to custom-triggered communications to data analysis, these artificial intelligence tools save many hours on low-level tasks and allow our teams to devote more time to the judgement and decision-making activities that only experienced professionals can do.   And yes, there is still a vital role for humans in Human Resources. Current advances in recruitment are mostly about technology, but ultimately, the technology is there to serve the...
Read More
General

Title

More Info
You need an account to do that Set up an account Never Mind

Please register for an account first. If you already have one, log in here.