Post Covid-19 crisis: An opportunity for talent acquisition leaders

Even as some businesses slash headcount, others are sticking to their hiring plans or even stepping up recruitment. Recruitment firm Robert Walters, which specializes in professional disciplines,  says despite the impact on industries such as aviation and hospitality, hiring activity for HR, finance, and other specialist fields have remained stable. 

Every change represents a new beginning, which translates into the opportunity to start again on the same or a different path, but with more experience.

The frame of mind to employ for successful crisis leadership is characterized by:

  1. Openness to new experiences;
  2. Willingness to learn and take risks;
  3. An assumption that all things are possible; and
  4. A belief that even in times of crisis, They will emerge better off after the crisis than before.

Talent Acquisition leaders can transform the crisis into opportunities if they think about the following methodologies and apply them to their own situations.

Recruitment Marketing Automation: Though looks like an oxymoron, it is today an essential methodology for any successful talent acquisition initiative. It not only helps in attracting passive talent but also considerably reduces the time to hire. Recruiting teams choose their “Target Audience “ and backed by data analytics,  they “ cherry-pick “ the right talent. Recruitment marketing creates a qualified pipeline of talent, the business will experience lower time to hire, improved quality of hire, and ultimately higher retention rates.

With so many changes in technology disrupting all aspects of an organization, the talent acquisition function must evolve and find new ways to increase speed and efficiency

Prioritize diversity and inclusion: Diversity and inclusion is a company’s mission, strategies, and practices to support a diverse workplace and leverage the effects of diversity to achieve a competitive business advantage. Companies that create diverse and inclusive work environments are more adaptable, creative, and become magnets that attract top talent.

Employer branding:  Reputation carries more weight than money. 72% of recruiting leaders around the world agree that employer brand has a significant impact on hiring, and even more so has a significant impact on your business’s success. Hiring teams waste far less time shuffling through unqualified candidates and getting the candidates that fit your criteria.

Wrapping It Up: Sound and rapid decision-making is often difficult in crisis situations. In order to tackle this effectively, leaders must beware of dysfunctional decision-making biases that can lead to errors in judgment, such as anchoring decisions in one type of information or a tendency to make decisions that justify past choices.