Written by Natalie Lotter
In our third wave and a year down the line, Covid is something we are still learning to deal with and to live through. We hear about many hardships and losses. On the recruitment front I have personally seen a great influx of candidates who reach out to me daily who are looking for work, some of them are really fantastic candidates. My instinct is to try and help everyone you can, but that is simply not possible. I see different companies are dealing with the pandemic in different ways: Some companies are in survival mode and not hiring at all; many businesses are only filling roles internally which requires their internal recruitment and HR team to really work some magic with the pool they have, and for those who are hiring they tend to rely on recruiters so much more to find candidates who can “hit the ground running”, who know their market and their systems and can “plug and play”, because if a company is going to hire now there are no luxuries to teach and train. This requires the recruiter to up their game and apply serious head hunting skill to find that perfect fit.
Once we find that candidate, there are some glaring changes I have seen since covid has hit our shores that I thought I would share my experiences:
The number one thing candidates look for is stability and security. In times of so much insecurity, it is the foundation for every decision and without this, people will not change. Period. I can bring this across in my discussions, however this needs to be felt and seen in the interview as well, by all parties. And if it requires a second or third “date” before you send the “marriage contract” through, then that’s what it takes.
If you are going to do virtual interviews, make it as welcoming as possible. They want to see your face, they want to get to know the team. This is a big decision they are facing, in highly uncertain times, make an effort to entice and attract each and every person.
Working from home is one of the first questions I am asked when talking to candidates. This is our new normal and something we need to think of and manage with care and compassion. Because this is often a head-hunted candidate, they need to be interviewed differently to someone who applied for a job.
They need to be wooed: The role, potential for growth, and company needs to be “sold” to the candidate. Good candidates have a few options on the table. I know this seems crazy during this time, however, I am seeing this every day. Know that your interview is not the only one they are going for, so you need to put your best foot forward.
Counteroffers are very aggressive. This is not something we are seeing in South African practice, it is world-wide. Companies are putting out all the stops when they hear of a regrettable resignation. Huge increases, big promises, guilt trips, the lot! Experienced recruiters will know how to handle this and will need your partnership to get through this time.
Good luck for this season. We are in this together.