Given the state of the job market, if your company does have an opening, you're likely to be inundated with interest from out-of-work candidates as well as those looking for a change of scenery in their careers. The question you may have, then, is how you effectively manage your hiring process at this time, when there's so much else going on.
The following ideas should help you deal with this issue and find the best possible candidate in a complicated process:
1) Be open and communicative with your candidates
First and foremost, because so many candidates are likely to apply for your listing, it may seem difficult (or even impossible) to be in touch with everyone, according to Human Resource Executive. However, doing so is critical to helping candidates know where they stand, leaving none in the lurch. An update at each step of the process (including letting most people know they didn't get the job) should suffice.
2) Tap all your networks
Because you will be hit with a wall of applications, it's important to know who you might want to put at the top of your list, Human Resource Executive added. Getting referrals from other people you know and trust in the industry will help you find some especially good candidates.
3) Plan for how your department will discuss hires
With many workplaces operating remotely for the foreseeable future, the kind of meetings you used to have around hiring decisions aren't feasible anymore, Human Resource Executive warned. Even a good video chat with multiple stakeholders might not be as effective as they used to, but you don't want any siloed-off conversations happening, either.
4) Map out the entire candidate search
Along similar lines to putting together your communication strategy, it's also a good idea for all involved to know the timeline and how each stage of the candidate search will progress, according to The Muse. For instance, allowing two weeks for applications to come in while also combing through them, then having a one-week first round of interviews, and another week for more in-depth follow-ups will help everyone stay on the same page.
5) Expect ups and downs
Many things today aren't like they used to be, and you can't expect even the best candidates to get all the nuances of a good video chat right, or for the whole process to go smoothly, The Muse added. While you can certainly factor these issues into your final decision, giving candidates and co-workers a little leeway during this challenging time is a good idea that shows you're understanding.
6) Be explicit about what you want
These days, many job candidates may be sending out resumes for anything they're even vaguely qualified for, according to My Atlanta Small Business. To cut back on the avalanche of applicants, you should be clearer than usual about exactly what you're looking for in the ideal candidate.
7) Make sure your onboarding is up to snuff
Once you hire someone, it's critical to make sure you can integrate them into their new team seamlessly, My Atlanta Small Business advised. That will likely require plenty of prep work to get the all-online onboarding process right.
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