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We know the uncertainty of 2020 has a lot of companies still dealing with hiring freezes, cutting budgets or hiring less than usual. The U.S. was able to add 1.8 million jobs in July, but overall jobs are still down nearly 13 million during the pandemic. The Bureau of Labor Statistics noted that unemployment rate fell to 10.2% in July but remains above the Great Recession high of 10% that was reached in October 2009.

5 Tips to Help Your Talent Pipeline During COVID-19

While things are moving slow in talent acquisition there is still time to work on proactively building your talent pipeline. The first step is taking our Recruiting Strategy Assessment to see if your talent acquisition efforts are effective. Once you take the assessment check out our tips below to see how you can start to become more proactive during the pandemic.

1. Virtual Career Events and Job Fairs

In the last month, Circa has seen an increase in event postings, since the pandemic first began, on our Career Events and Job Fairs listings. The postings of career events and job fairs has been a variety of in-person by appointment only, online opportunities, and a mix of both. The nice thing about new virtual career events or job fairs is they can be done a variety of ways and can help remove geographical barriers. Please note that events are not always a one-size-fits-all and that you should evaluate your companies need and safety of others before planning one virtually or in-person.

We have listed some options below on different takes that companies are doing for virtual events and fairs:

  • Virtual Career Fairs – can include multiple companies with a virtual booth set up. These can provide the opportunity for a large variety of job seekers to visit your booth and provide a ton of traction. These fairs can also include multiple companies and competition.
  • Virtual Recruiting Event – can be done in multiple ways and through a variety of virtual career fair platforms. Check out the latest list of best virtual career fair platforms to see which one best fits the needs of your event.
  • Virtual Information Session – if you aren’t ready to conduct interviews yet you can hold an information session for target audiences to let candidates know about your business. This can even include a panel of current employees to talk about the company.
  • Chatting Sessions – provide the opportunity for candidates to book time either through video or chat sessions to ask questions and learn more about the opportunities available at your company.
  • Open Interviews – allow candidates to either book an appointment for an interview or provide the opportunity for them to show up day of with no appointment to conduct an interview in person or virtually.

2. Review Your Disposition Codes

If you have the time, review the disposition codes you are using especially the ones you have customized for your company. This way your can not only easily track where candidates are coming from but also when each individual is falling off during the process. This can help you to refine your pipeline as well as change things up once evaluating what is working and what isn’t when finding candidates. If you haven’t already read our two articles Counting the Right Numbers… or How to Stop Worrying and Love Disposition Codes Part 1 and Part 2 that focus on the important role that “disposition codes” play in the employer’s ability to perform its own meaningful adverse impact analyses and discuss tips and take a look at sample disposition codes that can help you manage your applicants appropriately.

3. Continue to Learn from Virtual Interviews and On-Boarding

Circa hosted a webinar on Transitioning to Virtual Hiring and On-Boarding, which provides some great tips for success. Virtual Interviews and On-Boarding focuses a lot on listening to feedback while also focusing on constant communication to keep talent interested and excited about starting a job even if it is all virtual for the time being. When you are genuine and authentic in your outreach, communicating to candidates what they want to know about your company, and ways you’re recruiting in the age of COVID-19, you can provide candidates with an inside look at your culture and an honest first impression of your company.

4. Build Up Your Employer Brand

A recent report from Deloitte, found that Gen Z wants to create social impact and work for a meaningful company. Companies are turning their focus to concrete DEI plans as well as focusing on more programs for employees including employee resource groups, mentorship opportunities and more. Now is a great time to highlight these new additions and showcase them to future candidates who want to work for meaningful companies. If you need some help with your social media strategy check out our blog Leveraging Social Media for Recruitment Strategies for more information.

5. Reaching Beyond Your Normal Candidates

During the pandemic, women, Hispanics, African Americans, teenagers, those without high school diplomas and people with disabilities have been hit hard with unemployment (Washington Post). There are a couple of items that you can do to not only make sure that these groups can apply but reach out to them directly as well.
When looking at your open jobs or jobs that will be open evaluate the requirements and make sure they are 100% necessary. Also, with more workplaces going remote, look to see what jobs could potentially be more remote to help reach a wider net of candidates both locally and around the United States. Lastly, focus on recruiting a diverse talent pool. Circa’s outreach management system can provides your access to our network of 17,500+ community organizations to reach diverse candidates near you.

Author

Katie Saba
Product Marketing Manager
Circa
Katie Saba is a Product Marketing Manager at Circa. Based on her conversations and research, Katie produces webinars and writes articles on diversity and other employment-related topics to guide employers, employees and job seekers in their professional endeavors.

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