- July 11, 2022
Adjusting your talent acquisition strategy to a remote world is no small feat, but it’s the reality today, and could be the future’s new normal. This sudden shift to a virtual world complicated the already complex process of the candidate experience. Now more than ever, it’s imperative that candidates feel heard, supported and secure. Given the longevity of this reality is largely unknown, talent acquisition professionals must find ways to adapt right now. We sat down with the experts to find out how to do just that.
WATCH THE ON-DEMAND WEBINAR NOW: MANAGING THE REMOTE CANDIDATE JOURNEY
Three talent acquisition executives from leading companies including Chewy and Postmates shared real-world insights into how the sudden shift to remote work has impacted their candidate experience. The conversation spanned from topics of managing a virtual workforce, keeping your talent pipeline engaged while remote and how to build a world-class virtual onboarding program. Below are six key takeaways from this discussion. However, this only scratches the surface — get all of the insights into how a recruiter’s world has changed and will continue to do so by watching the full on-demand webinar.
The foundation and goals of any recruiting program you’ve built shouldn’t change. What does need to change, however, is how you achieve the goals. The messaging you’ve used in the past and the frequency in which you’re used to interacting with candidates should go out the window. Previous strategies won’t cut it; you must remain rooted in your goals but be flexible in pivoting your strategy to match the expectations of this new world.
No longer are your brand name, commuter benefits or compensation packages seen as a high priority to candidates. Instead, they want to know your company is stable and positioned to take on the current market. They are much more interested in the bigger picture of what’s happening in the world right now. Addressing how your company is supporting its employees and the community during this unprecedented time will build the connection you need with potential candidates. Even if you’re not hiring right now, this impact is what they’ll remember when you’re hiring again.
The tone in which you communicate is probably the biggest and most important change to make. You must be more transparent than ever with candidates during your interactions. It’s imperative you are up-front and do not create a sense of false hope. Be empathetic to what candidates may be going through and take action in any way that you can. Don’t shy away from communicating because you’re worried about saying the wrong thing. Lean into transparent and empathetic tones and you’ll win in your conversations.
Not only must your communication style change externally but internally as well. Communicating with your teams about your hiring strategy and how it’s shifting on a daily basis is vital to be seen as a top employer. Your employees are likely feeling the same anxieties as your candidates so you must take charge by being transparent with them about your plans. By understanding your strategies, employees and hiring managers will be better positioned to amplify your employer brand messages on your behalf.
Recruiters became one of the most important jobs overnight. A light has been shone on the jobs they do and how much of an impact their role can have on a person’s life. Recruiters must take the time to step back and remember why they’ve chosen this career. Doing so will allow them to easily shift their communication strategies to what candidates need and desire right now. It also creates a point of emphasis on the fact that each candidate interaction is more important than ever.
In today’s world, there are a lot of unknowns. The only way to navigate these uncharted waters is to try something, collect feedback and pivot based on this information. Constant feedback and iterations will be vital to your success. Without hearing from your employees, colleagues, the people community and candidates, you’ll never know whether or not your new strategy is working. Make a point to set up a feedback loop and act on what you hear. Doing so will point you in the right direction of how to handle this uncertain scenario.
At the end of the day, no company is perfect and there isn’t one right answer on how to properly navigate this situation. As a talent acquisition professional, however, you must lead the charge in how your company will handle this uncertainty. Work to make strategic decisions, communicate frequently and clearly, and stay flexible. This will allow you to lead your company in the right direction and come out on top of this unprecedented time.
WATCH THE ON-DEMAND WEBINAR NOW: MANAGING THE REMOTE CANDIDATE JOURNEY
