COVID-19 is forcing us to innovate new ways of working together and move toward a style of recruiting that we never would have otherwise embarked upon.
Mike Joyner, Co-founder and Partner of Growth by Design Talent
Source:
5 Ways Recruiting Teams are Adjusting to Coronavirus (COVID-19)
Over the last several weeks, companies have been wrestling with how to respond to the spread of coronavirus (COVID-19). While it’s an extremely difficult time for everyone, we are inspired by the level of collaboration and support we’ve seen across our community of HR and Talent leaders.
We recently brought together recruiting leaders from over 30 companies all over the U.S. for a virtual Zoom community roundtable discussion. The companies represented were from different industries, locations, and stages of growth. If you’re interested in joining our next roundtable, you can reach us at [email protected].
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Our goal is to surface the rapidly emerging best practices as teams iterate on their recruiting processes in response to evolving company policies. We’re sharing what we learned in an effort to help others as we all work through these uncertain times together. Our resource guide is a collection of informative resources for recruiting leaders looking for guidance as well as notes from the roundtable discussion.
Conversations are shifting from being internally focused on helping keep employees safe to finding solutions for external audiences like candidates and new hires. We’ve seen a consistent progression in the conversation through these stages as leaders navigate the new data that emerges each day. It’s still early on as teams adapt, but here are the themes discussed in our community roundtable and how recruiting teams are responding to this next stage of challenges.
1) Experimenting with virtual interviewing tools (coding, presentations, whiteboarding)
Some companies are taking the opportunity to re-evaluate the need for whiteboarding for certain interviews since it can be awkward even in person in some cases. Those that still rely on this for interviewing are starting to evaluate and experiment with these tools.
2) Updating how they prepare interviewers for remote interviews
Teams are updating their communications to give hiring teams clear instructions on how to prepare for virtual interviews. For example, providing tips on common solutions to connectivity or technical issues and virtual meeting etiquette. Additionally, teams are shifting to deliver virtual and on-demand interviewer training like this example of Training 101: Conducting an Interview at Gitlab.
3) Redesigning a thoughtful candidate interview experience