4 Tips for Recruiting in 2020

Aug 20 / Steve Lowisz
It’s no secret that the year 2020 has been a struggle for all of us.

Thankfully at this point, a lot of industries have been able to make necessary adjustments and are settling into their new safety measures and remote operations. Our industry is no different.

Every part of the recruiting process has gone virtual, from client intake, all the way to final interviews. It might even stay the preferred approach once the pandemic subsides.

Since this is the “new normal”, we’ve got to make sure we are on top of our virtual recruiting game. So here are some tips to ensure you are bringing maximum value to your clients and candidates. 

1. Test run and prepare technology before interviews.

Do a test run with whatever platform you will be using to conduct interviews and advise the candidate to do the same. Whether you’re using Skype, Zoom, or Microsoft Teams, it’s always a good idea to open it up the day before to make sure everything seems to be working properly. Test your speakers, microphone, camera, and internet connection. And if you will be using a laptop or a tablet, don’t forget to fully charge!

2. Use an Applicant Tracking System.

If you have access to an Applicant Tracking System (ATS), UTILIZE IT! In the past I’ve seen recruiters who had to deal with a high volume of candidates and had access to an ATS, but still preferred to do everything manually. This led to many poor candidate experiences because the recruiters couldn’t keep track of who they were talking to and how often.

Take advantage of the technology! These systems will help you log your interactions with candidates and allow you to write down any notes you may have about them. You’ll be able to set reminders for the next time you need to reach out. You can even see if you have considered an individual for any previous jobs and why they may have been rejected.

3. Communicate clearly to candidates and clients.

When arranging interviews and setting expectations with candidates and hiring managers, plans need to be clearly laid out to avoid any confusion.

For interviews, give the candidate a heads up about which communication platform will be used and provide them with full names and titles of any interviewers who may be attending. Knowing what to expect will help the candidate feel more at ease and prepared to nail their interview.

For update calls with the hiring manager, figure out who will attend, how often they need to happen, and how long the calls need to be. Make sure the hiring manager is informed about who they can reach out to if they have any questions in between updates. And if there will be email updates sent out, let them know who will be sending.

4. Recruit with long-term success in mind.

Every dollar counts these days, which means retention is more important than ever. Companies cannot afford to invest in someone who isn’t going to stick around.

During initial intake with hiring managers, come prepared with questions that go beyond the job description so you can figure out exactly the type of candidate who will be the best fit. Ask about what behaviors and motivations will be necessary to excel. Learn about their company values and culture.

Once we know all of these pieces, we can begin to recruit for the WHOLE candidate: their head, heart, AND skills. In turn, companies will begin to see more long-term success!