Even though we are hearing about the shifting employment landscape, with unemployment numbers hitting staggering highs, companies are still hiring – whether it be to fill an immediate need or they plan to engage in a hiring blitz when businesses open again. Regardless of the circumstance, it’s key that business owners and HR professionals are strategic and intentional in their hiring practices for a post-COVID world. We’ve provided some guidance on handling job recruitment during isolation below.
Just because the job market is different, it doesn’t mean you need to completely overhaul your approach to hiring talent. If your recruitment process has served you well in the past and yielded top performers with impeccable culture fit, then don’t feel the need to make major, earth-shattering changes. But, with our current normal of remote work and the inability to hold in-person interviews, it’s time to make some tweaks.
The Results
Construction and Contracting
A commercial roofing contractor was in hyper growth mode. They had goals to increase their field workforce to expand their service area to additional states and geographical locations. If they were to grow their field workforce, they would also need to increase their administrative, operational and sales headcount to support the additional workload created by increased field work. Additionally, they were challenged in workforce retention and development, experiencing high turnover, and did not have a dedicated Human Resources professional to manage employee relations and compliance issues that come with trying to scale a business.
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