The Future of HR: Hiring in a Post-COVID Era
In late May, we had the privilege of hosting a panel of recruiting, global inclusion, and diversity leaders across many different verticals to discuss the hiring landscape in a post-COVID world. Our panel included representatives from Visa, Uber, Twilio, and more. Yamini Bangarusamy, Head of Community at Hallo, hosted a spirited discussion about how the unprecedented shifts courtesy of COVID are impacting companies, recruiters, and students.
ICYMI: Below are the main takeaways!
Golden Rule for Employers
The New York Times, Forbes, and other leading publications have acknowledged that companies’ unsavory actions amidst the coronavirus pandemic will be remembered for a comparatively longer time. For example, Kroger employees could only get paid leave if they tested positive for the virus. PetSmart opened its doors for dog grooming and put people’s health at risk far before it was safe to resume operations. The cost of bad publicity isn’t worth it, as people see every misstep during this crisis as an indicator of a company’s true colors and priorities.
Cordero Davis, Global Inclusion and Diversity in Tech Leader at Visa, agrees, especially when it comes to what’s happening internally at any company. He reminded us that how companies treat their employees and potential hires during the pandemic will define their brand for decades.
“Showing empathy is the best strategy to help employers cut through the noise to increase their visibility and engage with target candidates given the current scenario,” said Davis.
Davis noted that his team is making sure their brand as an employer is a top priority by proactively anticipating candidates’ needs and going above and beyond to offer solutions for the same.
“Put yourself in the shoes of students. Anticipate their needs, and try to fulfill them or connect them with resources that can. Let them know you’re here to support.”
As a candidate, how a company treats its current employees and how you’re treated throughout the recruitment process during this time will be an indication of how both the company and its employees will fare post-COVID. A few clues to look for that indicate empathy: Does the company’s website mention coronavirus? Did they allow employees to work remotely, if possible? Did they downsize quickly as a result of the virus or find other ways to balance financials without resorting to layoffs? Are they still actively hiring full-time employees and interns?
COVID-19 Shows Us Who’s “Walking the Walk”
Brittni Lundie, Diversity & Inclusion Program Manager, University at Uber, says that the pandemic provides the perfect opportunity for students and recent graduates to pull back the curtain on what a company’s true values are.
“Companies have been coerced into making choices that reflect where their loyalties lie,” said Lundie. “If you promote your company as an ardent supporter of students, you must find ways to keep summer internships operational to prove that statement true.”
Lundie says companies that do otherwise practically fall flat on their faces when it comes to keeping their word about their brand’s values. Organizations with bonafide messages and positions will follow through at the end of the day by doing what it takes to keep hiring alive, ensure that current employees are healthy, and continue providing benefits and opportunities for students.
Successful Companies Pivot During Challenging Times
In this time of business uncertainty, companies are having to pivot their models, strategies, work environments, and services. Those that have done so successfully, regardless of scale, are good companies for candidates to keep an eye on. Agility, the quality that proves companies can quickly adapt to changes and conduct “business as usual” indicates that the company will inevitably thrive when more challenges arise in the future. Vitality is key for a valuable employer.
Andrea Long, Global Marketing Manager, Recruiting Events & Partnerships at Twilio, acknowledged that Twilio is one of the few companies that fared incredibly well amidst COVID as a key infrastructure provider for digital engagement. Digital engagement has seen phenomenal growth as many in-person functions (schooling, work, recreation, etc.) have moved online due to the pandemic. Still, her focus throughout COVID-19 has been to keep things running as close to normal as possible.
“We didn’t rescind internships, we moved them online. We [the employees] set up shop in our living rooms and it’s business as usual. The conditions might be different, but our goals are the same.”
Candidates should take notice of companies that are getting creative with workarounds and successfully navigating these challenging times, and hiring teams should understand that how they continue to pivot during the crisis is under scrutiny by potential candidates, for better or for worse.
Pushing a Message on Social Platforms
Amanda Urquhart, former Program Coordinator of the R.I.S.E Mentorship Program and Diversity & Inclusion + Women Lead at Yelp, said that maintaining a strong presence on social media is essential for recruiters moving forward.
“Push your message on multiple channels,” she said. “Do more than just posting a couple times a week. Engage in dialogue, ask questions, share frequent updates, cheer for others, and create a community that students naturally gravitate towards.”
Her recommendations are spot on, considering that COVID-19 has expedited the move towards technology-enabled services and communication, as well as, digital literacy. For recruiting teams to keep up, mastering digital platforms, including the traditional ones: Facebook, Twitter, LinkedIn and the experimental ones: Instagram, Snapchat, Reddit, Quora, etc. is essential.
References and Referrals Are of Paramount Importance
One of the best tips we have for recent graduates is to stay active in your professional and personal networks. Keep those in your circle in the know about your current situation, (whether you’ve been impacted by COVID-19 shutdowns or denied opportunities due to the economic downturn), showing that you’re available and eager to take on new opportunities.
Crystle Johnson, Senior Manager, Inclusion & Diversity Business Partner at Electronic Arts, agrees.
“Both recruiters and students must understand the importance of references, referrals, and similar approaches to getting your foot in the door at this time.”
Crystal emphasizes the advantages of referrals for employers. With in-person interactions between talent and recruiters grinding to an abrupt halt since early March, referrals have become foolproof tools because existing employees wouldn’t recommend someone they couldn’t truly endorse, as it would reflect badly on them.
Furthermore, “You get a headstart in your relationship with the prospective candidate,” said Crystle. “You can get a feel for their skill set, work ethics, and other important info” from your employee that referred them, creating a more streamlined recruiting process in a time where resources are already sparse.
The takeaway for employers? Home in on candidates with strong references attached. The takeaway for students? Take time to make and refresh connections with people and companies, even if you’re stuck at home. Your dream career opportunity might rely on feedback from someone in your network!
What’s Next for Candidates
COVID-19 has hit certain areas of the marketplace harder than others, but no matter your industry, it’s highly likely you’ve been forced to adapt your job search strategies and, as you can see from this panel, employers are adapting, too.
It’s unclear whether the transition to a home-based workspace will be permanent, how long the economy will ebb and flow with the spread of the coronavirus, and when industries will feel “normal” again. If there’s one thing we can be certain of, it’s that recruiting, job discovery, and overall hiring processes will be impacted for the long-term. COVID-19 has shed light on areas of the system that are in dire need of innovation.
At Hallo, we help provide practical ways for prospective candidates and employers to stay engaged with one another. Hallo is an online events platform that bridges the gap between companies and talent. By having both parties on the same plane, we create a space for candid conversations and authentic connections.
We hope our coverage of the May panel gave you valuable insight into how recruiting teams are navigating the situation and provided some takeaways you can start implementing today!
