5 Tips for Post-Pandemic Hiring

By Erin Reed

Many organizations came to a hiring stand-still during the pandemic. As the economy improves and we return to business as usual, your organization may be starting to prioritize hiring again. These five tips will help you consider existing resources, establish an efficient process, and prepare your organization to invest in new talent.

1. Clearly display open positions within your organization

Remember to utilize your existing network to help expand your applicant pool. When appropriate, notify your entire organization if there is an open position. Not only do many of your employees understand the skills the job requires, but employees can speak to the company’s culture, increasing your chance of finding the right fit. Creating open positions on your Built Org Chart is a great way to bring internal awareness that the organization is hiring.

2. Consider your internal talent pool for filling open roles

The pandemic has served as a time of reflection, and many individuals are still considering new employment opportunities. A recent survey by Prudential Financial reported: “a quarter of workers say they plan to look for a job with a different employer once the threat of the pandemic has decreased.” Just because your workforce stuck with you during the pandemic doesn’t mean your employees aren’t seeking change or a new challenge. It’s important that the hiring team considers candidates within your organization and encourages current employees to apply for these positions. Learn more about the Succession Planning module in your Built Org Chart to help you prepare for promoting and retaining talent. The individual you’re looking for could be closer than you think.

3. Do your research to make sure your offers align with current industry standards

The pandemic has shifted operations, normalizing remote work and expanding recruitment efforts beyond proximity to a specific office location. With remote opportunities here to stay, certain industries will find themselves in a global competition for attracting talent. If you are having a hard time securing a qualified candidate, conduct some industry research. It’s vital to understand the salaries, benefits, and flexibility you’ll need to offer to attract the right people.

4. Establish an efficient hiring workflow to secure talent

If you drag your feet, you will miss out on strong candidates. The hiring team must have a seamless process to communicate and move applicants through each hiring stage. Make sure your hiring platform makes it simple to store and share application documents. If members of your hiring team are working remotely, you will want real-time notifications of an applicant’s movement through each stage. The team will also benefit from cloud-based collaboration tools to involve the right decision-makers in the process. Check out the Built Recruiting module if you are interested in creating a customizable hiring workflow.

5. Incorporate both automated and personalized recruiting processes

Hiring a new employee is expensive and timely. Consider mapping which aspects of your recruiting process you can handle with automation and which steps require personalized communication. Transitioning to greater automation may speed up sifting through unqualified candidates, but don’t lose sight of the interactions that help you assess an applicant’s soft skills. Properly prepare your hiring team to conduct remote interviews, digging beyond what’s written on a resume. In addition to an initial assessment, the interview stage provides an opportunity to share company culture, set expectations, and deliver a positive first impression of the organization.

Navigating the post-pandemic hiring landscape is not an easy task. If you are planning to hire, or if you’ve already jumped into recruiting, it’s never too late to improve the efficiency of your process. Consider bringing transparency and clarity to each stage of your hiring workflow to help your team invest in the right people.