What type of questions should you be prepared to receive from candidates once you begin hiring again? Candidates are now reconsidering their work arrangements and career paths because of the way their previous employers handled Covid-19.
Understand there is an emotional and strategic element to all of this and a lot of candidates are not willing to return back to their previous employer for several reasons. Therefore, they will be back in the job market searching for better opportunities. With very little regard to compromise.
Are you prepared for what comes next? Do you know what is on your candidates minds? I’m going to outline a few things you should be aware of in the months and years to come.
First, understand your candidates will thoroughly investigate your organization.
What it’s like to work there. How you handled the pandemic? Did your organization retain their staff? Or were the wages and hours reduced for the remaining employees?
Did you fire, lay off or furlough your previous employees? In what manner? They will be checking the review sites for more information.
Second, why is the position open?
They want to know what happened. Is the posted position brand new due to expansions or innovation within the organization?
- Did the previous person move on after layoff?
- Were there any issues beyond the standard layoff process?
- Candidates are smart and they will know if there was an issue with the previous employee based on the managers response.
Third, what is the outlook of the organization or department?
They’re looking for stability. They will run away from companies who have the tendency to terminate in waves and hire in waves. They’re also hesitant to deal with organizations that only cater to their shareholders. If your company has had a track record of dumping a bunch of stocks, paying the CEO a giant bonus, and then laying off your employees. Well, expect your candidate pool to be limited.
Forth, what was your management style during the pandemic?
They will check to see how you treated your employees after their layoff as well as if the manager is capable of handling certain situations during unusual circumstances.
- Did you extended the option of working from home?
- Were you were quick to innovate and provide flexible working options without shortchanging your staff.
- Odds are, they have been asking a lot of their friends, and connections they have established throughout this time to determine which employer would be a great match for them.
- Whether you used the pandemic to fire employees instead of investing in them through upskilling, etc
Keep in mind, these questions are similar to the questions they were asking prior to the pandemic. However, your responses carry higher amounts of weight because they really want to avoid making a miscalculated decision. Whether they are pivoting their entire career, or staying in the same industry, be prepared to answer some tough questions.
What will your hiring process be like in the next few months? Do you have a strategy?