WIDE FORMAT & SIGNAGE ─ Hiring During the Pandemic
TALENT ACQUISITION
STRATEGY FOR THE
NEW NORMAL Five steps for hiring and keeping great employees during and after the pandemic.
you can engage external talent acquisition experts to help you. Here, we have outlined five keys to an effective talent acquisition strategy to help you get started down the path in this “new normal.”
By Arnold Kahn & Dino Scalia
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s companies around the country get back to work, it’s no secret that the pandemic has changed both the way they seek to attract new talent and the interview/on-boarding process. For example, we hear many stories of hiring and on-boarding taking place completely virtually. This change in dynamics calls for a re-examination of the sourcing, hiring and on-boarding process to ensure that businesses can get the talent they need in order to return to some sense of normalcy as we continue to navigate COVID-19. The best way to prepare for a modern and effective hiring process is to take a good look at your existing talent acquisition strategy and determine how best to change and update it to meet today’s needs. You can do this using company resources, or
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Describe your company – and the position you seek to fill – in a positive, flexible manner. The goal here is to position your company as a great place to work. Perhaps you can include testimonials from existing employees discussing how they feel about working for you, in terms of workplace culture, the opportunity for advancement, flexibility in work schedules when needed, benefits and other characteristics that you feel set your company apart. You want to project an image of your company as one people want to work for. It’s also important to create a concise and relevant job description. Help potential applicants clearly understand what will be expected of them and avoid the use of generalities and the business buzzword of the week. In this way, you will be able to attract applicants that are more likely to align with the need you are trying to fill. And finally, don’t put too many limitations in the description. For example, specifying that an applicant must have “X” years of experience in the printing industry is a limiting factor. What’s more important are the soft skills a new employee might bring – adaptability, flexibility, tolerance for ambiguity, the confidence to be a self-starter and good
WhatTheyThink - Wide-Format&Signage | October 2020
