The urgency of recruiting top talent has gained momentum since Covid-19 accelerated digital transformation, fuelling the need for specific types of talent.
Even as you focus on recruiting talent for today, bench-building efforts should be on your radar. Having a ready talent pool will not only eliminate unnecessary competition at crucial junctures, it will allow you to fortify your business without interruption in the event of a future crisis.
If your company is in crisis recruitment mode today, consider how different things would have been had you built awareness of your brand and the jobs you have to offer long before the pandemic. Making early connections generally ensures that you don’t have to compete with others at every turn.
One of our primary recommendations for building a bench is to look into talent pools that others may be neglecting. Companies willing to train and nurture these individuals could certainly end up with a robust talent pipeline.
GIVE THE DISPLACED AND THE UNDEREMPLOYED A CHANCE
We generally recommend a skills-based approach to hiring. If you’re not already taking this approach, it’s time to start. As new roles are created, past experience is even less likely to be predictive of future performance than in the pre-Covid era.
Many displaced and underemployed workers are identifying skills adjacencies and accelerating their upskilling and reskilling efforts during this period.
However, many say that employers fixated on past experience are not willing to give them a chance in new roles. This must change as “plug-and-play” talent is no longer available in large numbers.
Companies should be willing to invest in those who are hungry to learn and rebuild their careers. Suss out their adjacencies, transferable skills and interests, and ask them what they have been learning during the pandemic. Based on this information, match them with jobs within your company that they can grow into.
TARGET BACK-TO-WORK MOMS AND DADS
Just as workers have been re-evaluating their careers, many stay-at-home moms and dads who decided to take a career break pre-pandemic or during the pandemic are re-evaluating their priorities.
Tailor your job ads to these individuals. Be specific about the fact that you are looking for individuals who are considering returning to the workforce after a career break. This would reduce their anxiety and increase their willingness to apply.
Be open to hiring them on a remote and/or flexible basis if that’s what they prefer. Such arrangements allow you to try out a range of workers who are likely to be inaccessible if you imposed stringent work arrangements on them from the start. Most of all, being open to flexibility will allow you to discover and nurture workers who could transition to full-time positions in the future.
BUILD A RELATIONSHIP WITH GIG WORKERS
Specialists who prefer to work on a contract or project basis allow companies to manage their workforces in a more cost-effective manner.
However, many companies merely forget about them once the contract or project is completed and only get in touch with them again when the next business need arises.
Instead, keep your gig staff close at all times, even in between projects. Keep them informed of strategic plans, open positions and happenings within the company. Building a relationship with them will make them more willing to go the extra mile for you. This could be in the form of taking on last-minute assignments, or even joining the company full-time if a suitable role becomes available.