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COVID-19 has rocked everyone’s world in the past seven months. Most people are still reeling from the domino effect of hearing about a pandemic one day and having their lives – and maybe also their livelihoods – shut down the next.

In the midst of it all, the coronavirus crisis has profoundly impacted candidate frame of mind about employment opportunities and job security. Understanding these shifting perspectives is critical for recruiters, as the way they do business has also taken a dramatic turn.

What Candidates are Feeling

The 2020 Job Seeker Nation Report surveyed more than 1,500 U.S. employees and job seekers twice – just two months apart, but it may as well have been light-years in terms of how much changed between research touchpoints. The first survey was completed in February of this year; the second, in April.

  • In February, pre-pandemic, 28 percent of respondents said they were afraid of losing their job sometime in 2020. In the April survey, that percentage had jumped to 47. Forty-six percent of workers said they planned to have a second income source outside their regular jobs. And here’s a statistic to stop you in your tracks: 19 percent of workers or members of their families had gone without food for 24 hours due to a lack of money brought on by pandemic-related shutdowns.

Recruiters face unprecedented hiring pressures at this time. They need to be armed with the right knowledge and the insight and compassion to provide each candidate with a personalized experience.

Screening for Candidate Perspective

Beyond the need for physical screenings related to coronavirus, what about screening job seekers for their perspective on entering a new workplace anytime soon? A very real threat is that candidates may back out of the hiring process at any point, even after a job offer has been made.

  • Transparent communication has always been key to a successful recruitment process, but this holds true now more than ever. Open communication from the onset can help minimize a candidate’s flight risk and put employers at ease. Make sure that expectations on the part o both parties are clearly conveyed.
  • It’s okay to ask candidates about their viewpoint toward COVID-19, as long as you’re consistent across the board. In other words, make sure you ask the same thing of every individual, without singling or leaving anyone out.
  • Be mindful of special pandemic-related circumstances that may crop up. For instance, if a candidate asks to work remotely, are there any Americans with Disabilities Act (ADA) requirements that apply? Or, since the time a person interviewed, has their personal situation changed? In many cases, this may mean they could have worked initially on site, but now need to stay home due to childcare obligations. On a related note, LinkedIn recently reported that job searches for remote workers have increased by 60 percent since March.

Partner with Search Wizards

There’s never been a more challenging – or dynamic, exciting – time to build your career in the recruitment or talent management field. As you do so, why not partner with a team of experts who specialize only in the Talent Acquisition business? That’s who we are at Search Wizards – and we look forward to sharing your success. Contact us today so we can tell you more.