There is little doubt that the road ahead may be a bit rocky post-COVID-19. The world has changed, and businesses of all kinds will have to adapt. Change may be the constant, at least for the immediate future, and it will impact company policies, staffing needs, scheduling, marketing, purchasing and production decisions, as well as profitability. As challenging as the new rules and requirements might be, there will also be new opportunities ahead, in terms of growth and development, according to thought leaders in all fields.
The unprecedented disruption to commerce and the American workforce comes at a time when a new crop of recent graduates will soon be looking for employment. If it’s also a time for your company to consider recruiting new talent, it will be helpful to understand that the strategies that were effective in the past must now be revamped to respond to this totally new environment.
Key trends include a greater reliance on digital technology, not only to advertise job openings, but also for initial screening and candidate assessment. With travel curtailments, first interviews might be virtual rather than face-to-face. Many companies foresee a need to explore role flexibility and allow at least part-time remote options for employees. Group interviews, creative online presentations and video conferencing may well be the recruitment tools of the future.
No matter how you choose to conduct your search for applicants, you will most likely need to explore contingency workforce solutions and offer a variety of ways to apply online. Be proactive by searching LinkedIn profiles for qualified candidates, contact local universities or utilize regional and national staffing agencies and digital resources such as ZipRecruiter.com, Career Builder or glassdoor.com. Consider reducing the role requirements, with the goal of lowering the time required to interview and hire candidates. Identify a potential new hire with the intent of supporting critical functions, and then expand the role, and perhaps the salary and time and circumstances dictate.
Whatever your business model, if you haven’t yet begun to plan for reopening, the time is now to adopt the type of agile assessment strategy that will help your business thrive in this new economy. It’s certain that the “new normal” will not be what normal once was. Most human resources experts echo the belief that digital tools are more important now than ever before. Team-building and employee engagement can be an effective way to build relationships and strengthen a company’s brand in uncertain times. Digital interaction will become even more vital in the post-pandemic business world.
This is also a time to consider other necessary business improvements to gear up for the future. If your company has an identifiable need for new equipment, American Capital Group can help finance new or used acquisitions. ACG has also gone digital to make it easy with our Click-2-FundTM process, allowing our customers to always customers always have Financing at their FingertipsTM.
There is little doubt that the road ahead may be a bit rocky post-COVID-19. The world has changed, and businesses of all kinds will have to adapt. Change may be the constant, at least for the immediate future, and it will impact company policies, staffing needs, scheduling, marketing, purchasing and production decisions, as well as profitability. As challenging as the new rules and requirements might be, there will also be new opportunities ahead, in terms of growth and development, according to thought leaders in all fields.
The unprecedented disruption to commerce and the American workforce comes at a time when a new crop of recent graduates will soon be looking for employment. If it’s also a time for your company to consider recruiting new talent, it will be helpful to understand that the strategies that were effective in the past must now be revamped to respond to this totally new environment.
Key trends include a greater reliance on digital technology, not only to advertise job openings, but also for initial screening and candidate assessment. With travel curtailments, first interviews might be virtual rather than face-to-face. Many companies foresee a need to explore role flexibility and allow at least part-time remote options for employees. Group interviews, creative online presentations and video conferencing may well be the recruitment tools of the future.
No matter how you choose to conduct your search for applicants, you will most likely need to explore contingency workforce solutions and offer a variety of ways to apply online. Be proactive by searching LinkedIn profiles for qualified candidates, contact local universities or utilize regional and national staffing agencies and digital resources such as ZipRecruiter.com, Career Builder or glassdoor.com. Consider reducing the role requirements, with the goal of lowering the time required to interview and hire candidates. Identify a potential new hire with the intent of supporting critical functions, and then expand the role, and perhaps the salary and time and circumstances dictate.
Whatever your business model, if you haven’t yet begun to plan for reopening, the time is now to adopt the type of agile assessment strategy that will help your business thrive in this new economy. It’s certain that the “new normal” will not be what normal once was. Most human resources experts echo the belief that digital tools are more important now than ever before. Team-building and employee engagement can be an effective way to build relationships and strengthen a company’s brand in uncertain times. Digital interaction will become even more vital in the post-pandemic business world.
This is also a time to consider other necessary business improvements to gear up for the future. If your company has an identifiable need for new equipment, American Capital Group can help finance new or used acquisitions. ACG has also gone digital to make it easy with our Click-2-FundTM process, allowing our customers to always customers always have Financing at their FingertipsTM.
