Small- and medium-sized businesses have been on a veritable rollercoaster ride over the past 12 months as outside forces – namely, the global coronavirus pandemic – have led to a rapidly evolving environment.
New Jersey’s unemployment rate peaked at 16.8% last June and has since rebounded to 7.9%, as of January. While the pandemic has harmed some companies, others have found their business growing and are now preparing to expand their workforces to meet demand.
Although it would seem that the accessible talent pool would be larger now than ever before, some obstacles may make hiring top-notch employees difficult – particularly those who are already employed.
Businesses can use the following tips to maximize access to top workers and successfully bring on new talent amid a global pandemic.
There are millions of jobs around New Jersey and the US that require workers to be at a specific location; their work literally cannot be done remotely. However, there are millions more that had in-person office jobs transition to remote positions due to the pandemic. That abrupt shift crystallized for many employers the notion that a lot of work can indeed be done remotely.
That revelation can be significant for smaller employers that have avoided national recruiting because of the high cost of relocating a new hire. It is clear now, though, that companies can expand their searches and connect with candidates they may never have previously been able to.
With the proliferation of work-from-home jobs, the pool of job seekers has expanded and hiring managers would be wise to cast their net far and wide for top talent.
Particularly for potentially remote positions, businesses should rely on digital platforms, such as Zoom, to conduct interviews. Because technology now plays such a large role in everyday business, a candidate’s comfort communicating through digital means is essential. Judging that skill during a job interview is made easier by using the platform integral in job duties.
Using scheduled video interviews will also allow employers to vet job candidates more efficiently because of the ease of scheduling and keeping to preset time limits on interviews.
Employers should ask questions that evaluate soft skills and capabilities, like adaptability, teamwork and creativity, to help managers identify strong candidates.
Small- and mid-sized businesses may struggle to keep up with the competitive salaries offered by larger counterparts. Therefore, it is important to highlight areas where they may outperform bigger companies. Those often include intangible benefits, such as a strong work culture that is not burdened by an overwhelming large corporate feeling, flexible work hours, work-from-home incentives, strong company values and mission, and access to programs that enhance mental health and quality of life.
Even in these unparalleled times, businesses can improve outcomes by bringing in the right people for the job, and should be evaluating and refining their hiring processes to excel in the current conditions.
About the Author
Michael Timmes is a human resource consultant with Insperity, a leading provider of human resources and business performance solutions. For more information about Insperity, call 800-465-3800 or visit www.insperity.com.Related Articles: