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8 Tips For Hiring Remote


This we know: COVID-19 is not going away any time soon. We’re going to have to live with it and work with it for a long time. Despite a push for reopening and returning to “normal,” it’s clear we’re not there until we have a clear and thorough testing program, and we’re at least a year away from a vaccine. For hiring, we’re going to be doing it like so much else — remotely.

From the health issues to the requirements of lockdowns and social distancing, this period of time has changed everything. And it has enormous potential to change how we conduct the hiring process. While right now we’re in the throes of massive uncertainty – and some people are covering their ears at the mere mention of hiring new employees. But at some point, we’re going to resume business — if not as usual, then as new.

And, companies still need to hire. They may need mission-critical talent now, or need to hire now so the new recruits are trained, ready, and integrated into operations for when business resumes apace. They may be in an industry that’s actually hungry for more employees (lucky them). To stay in the horse race, we’re all going to need our workforces. But how do you hire when everyone’s at home, including your recruiters?

Here are 8 strategies that stand out:

1. Avoid Knee-Jerk Layoffs

Companies may want to think twice about shedding employees entirely. You may be losing more value than you save — and will have to allocate considerable resources to replace the workforce you reduced. It costs an average of 33% of a lost employee’s salary to find and hire their replacement, a 2017 study found — and that still holds. The average cost of hiring a new employee is still $4,129, as SHRM reported. Think about what happens when you’re back to the new normal and you don’t have the people you need to return to operational success. And consider the cost of replacing talent, because you will have to replace them. You’ll have to consult legal and compliance experts as well to make sure you’re not violating labor laws or liable for separation benefits, for instance. And while your organization may be taking cost-cutting measures, there are certainly industries that are actually ramping up hiring. You may see your once valued employees shifting out of your field for more secure employment, taking them out of your viable talent pool for the future. FULL ARTICLE