Featured Recruiting

6 Things Recruiters Can Do During a Hiring Freeze

In unprecedented times like these, many recruiters in our MedReps community have had to halt their recruitment processes. With so much uncertainty in the world, it makes sense, but it’s definitely not ideal. 

But just because you can’t actively recruit doesn’t mean you have nothing to do. Here are six important actions recruiters should take now to strategize for the future:

1. Communicate with empathy

First and foremost, it’s essential to be transparent with your employees, clients, and other stakeholders during this pandemic

Provide communication on a consistent basis and continue to do so as things change. Whether your company is just in a hiring halt, or you’re going through something worse like furloughs or even layoffs, you must try to share the latest information as quickly as you have it.

But don’t just stick with facts and figures — find ways to humanize your messages. Simply acknowledging that this is an unprecedented situation and wishing others well can make a big difference.

Remember that this crisis is impacting everyone personally and professionally in different ways, so always have empathy.

2. Fill the talent pipeline with passive job seekers

Even if you’ve temporarily closed job openings, you know there will be more in the future when this global crisis subsides. You can spend the extra time you have now by sourcing talent and building a pipeline for the roles yet to come.

Consider reaching out and forming relationships with new talent via social media. According to LinkedIn, potential candidates are 46% more likely to accept InMails when they’re connected to your employees, so start by filtering to the second and third connections of your current team members. 

When you’re able to start hiring again, you’ll have a substantial pipeline at your fingertips.

3. Rewrite your job descriptions

Engaging and dynamic job descriptions are necessary components of successful recruiting. However, when you have a normal workload, it’s hard to find time to review each one and make sure they’re well-written. 

On average, job seekers spend 49.7 seconds reading job descriptions when it’s not the right fit, and 76.7 seconds when it is a right fit, according to a 2019 report from Indeed. Plus, in a CareerBuilder survey, three in four job seekers reported that the look and feel of a posting influence their decision to apply.

Spend some time enhancing your job descriptions by rewriting them to be more engaging. Rather than just a list of responsibilities and qualifications, add your company’s unique voice to the opening paragraph. Then, make sure the posting is inclusive for all aspects of diversity and gender by removing biased language.

4. Develop tools and resources for hiring managers

Hiring managers are an important part of the process, but helping develop them doesn’t always reach the top of the priority list for recruiters. During this slow time, you can create presentations, one-sheets, or videos to help them with their recruitment skills.

Some key things to train them on could include the importance of building and maintaining their networks, interviewing without bias, or even just the best ways to partner with your team. Identify ways in which training them can make both of your jobs easier and enable more successful hiring.

5. Share tips with your LinkedIn network

Another way you can share your expertise is with your own network. Thousands of people have been laid off or furloughed and are looking for work, and you have the knowledge to guide them through their next steps.

To help those who are trying to recover from losing their jobs, engage with your social networks by sharing resume tips, offering interview advice, and responding to threads asking for job search ideas. 

Whatever help you can provide, big or small, could make the difference for someone who is out of work.

6. Brush up on new recruiting trends and skills

In addition to all of the ways you can work to get your company or others ahead, it’s also still important to prioritize your own development. 

During this time of working from home, many companies and universities have released free online classes and webinars. Find a course to boost your skills or update yourself on the latest recruiting trends.

Plus, there are other resources that are always free. For example, you can listen to a new recruiting podcast or subscribe to a newsletter to stay updated on trends and developments.

Whether you’re working to better your team or yourself, we can all get through these times and find ways to make the most of the moment.

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