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September 8, 2020

Resilient Hiring: How to Create a Solid Recruitment Plan to Keep Momentum in Any Crisis

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Getting back to business: How to create a recruitment plan in 4 simple steps

2020 has been anything but predictable.

From remote working headaches to hiring standstills, even the most resilient companies have been shocked by the tidal wave of unexpected changes. 

Ranking high among these changes? Recruitment issues. 

A country-wide hiring pause has led to over 20 million US unemployments since January– the highest since the Great Depression. To make matters worse, around half of these unemployments have disproportionately affected lower income Americans. 

The result? More candidates, less live job roles and a ton of uncertainty for jobseekers and HR pros alike.

Now, as the lockdown relaxes and hiring picks up again, it’s time to tackle the new hiring landscape head-on—and that means creating a strong recruitment plan that stands up to change.

In this ultimate guide to recruitment planning in an uncertain world, we’ll help you become more resilient, adapt to a changing landscape, and create a step-by-step process to navigate every eventuality. 

Let’s do this!

Step #1— Plan, plan, plan

Creating a resilient recruitment plan is sort of like building a house.

Before you dive into the construction, you need to get your plans in order, choose the right tools and select a strong team to do the work. 

Let’s break this down into actionable steps:

  • Know your goals: First things first, you need to know what you’re aiming for. Create a hiring goals document which lists everything you need to get out of the process. Think: Hire targets, KPIs, company goals, etc.
  • Build the ultimate hiring toolkit: Next, list all the tools you think you’ll need to get the job done. This could include a list of interview questions, job requirements or a one-stop ATS (more on this later 😉). 
  • Select a powerful (diverse) team: Decide who should be involved at each stage of the hiring process. Remember to choose a diverse hiring team to minimize any inherent bias. 
  • Think resilience: To keep momentum through any crisis, resiliency needs to be at the front of your mind from day one. Ask yourself: How can we build resilience into our process? Which tools will increase our hiring flexibility? What do our teams need to become even stronger?

Recruitment plan top tip: No matter what challenge you’re tackling, always ask ‘How can we make sure this decision increases our resilience?'

Step #2— Focus on at-home hiring

Before the pandemic, only 7% of US workers had the option to regularly work from home. That number leapt to 88% in early 2020, and experts predict up to 74% of companies will continue to offer remote or blended-working opportunities post-pandemic.

The increase in at-home working means companies need to adapt their recruitment processes so that A) it’s easy for recruiters to hire from home, and B) candidates enjoy a great remote candidate experience.

Here’s what a great remote recruitment process looks like: 

  • Clear communication: Does the candidate know exactly how to login in? What if they have tech issues? Who can they contact? Awesome recruiter-candidate and inter-team communications = a high-quality hiring process. Simple.
  • Great candidate support: Be as flexible and understanding as possible in case of any unexpected changes or delays on the applicant side. Candidate experience should be at the top of your list no matter what your hiring process looks like—but if you’re hiring remotely, the experience should be seamless.
  • An all-in-one ATS: An ATS is the remote recruiter’s best friend. From automatic emails to streamlined pipelines, investing in a powerful ATS can save time, money and a lot of headaches

Recruitment plan top tip: Strategize for a remote hiring process even if you plan to return to the office soon—you never know when you might need it.

Step #3— Use tech to build resilience

Since the pandemic began, companies have become more tech-reliant than ever. 

Just look at Zoom’s story—the video conferencing company went from 10M to 200M daily users in just four months in early 2020. 😲

But as employees head back to the office, are these tools still necessary?

The simple answer? Yes. If the recent pandemic has taught us anything, it’s the need to be prepared. Technology helps create streamlined, simple systems that can be tapped into whether you’re at home or at the office. 

Here are a few must-haves for every recruiter’s toolkit:  

  • An ATS: We’ve said it once and we’ll say it again—an ATS is the best tool to streamline your hiring. Look for a tool with automation, ready-made templates and the option for candidate pools. (We may be biased, but we can think of one ATS you’ll truly love 😉). 
  • An online communication channel: Slack is a great option if you’re looking for a dedicated comms channel. The best ATS platforms will have additional options to communicate with colleagues and candidates as well. (Psst! Breezy has an awesome Slack integration, so you can use both these awesome tools in one.)
  • A powerful HRIS: Polish off your hiring process with an HR Info System—the ultimate powerhouse for all HR processes. Top systems will offer ATS integration, so you can benefit from the best hiring features and then switch over to your HRIS for onboarding. 

Recruitment plan top tip: Integration is the name of the game. Aim to use as few tools as possible so you don’t waste time learning new systems.  

Step #4— Develop your offer to source top talent

Once you’ve figured out how your new recruitment plan works, it’s time to focus on your candidate offer

A commitment to investing in future employees is not only great news for candidates, but for company stats too. In fact, according to LinkedIn’s Global Talent Report 2020, companies that ranked highly for compensation and benefits saw up to 56% lower attrition rates.

Nearly 4 in 5 candidates say their overall interview experience is an indicator of how a company values its people. And in today’s uncertain world, company values are more important to candidates than ever.

So how do you share your values with potential candidates? Show them through the job offer: 

  • Benefits and perks: A whopping 89% of millennials prefer the right benefits and perks to a pay rise, and 83% would shift their job for better benefits. In other words, offer great benefits to show candidates you’ve got their backs.
  • Share your resilience plans: A lot of new jobseekers will have experienced challenging situations or lost their jobs due to COVID-19. They’ll be looking for security in their new role, so share your resilience plans to help them feel secure in their choice to work with you.
  • Choose your language wisely: Show your values and tap into diverse candidate pools by using inclusive language in your job ads

Top tip: Keep company goals and values in mind when planning your candidate offer. 

Step #5— Evaluate and revisit your recruitment plan

The key to true resilience is to remember recruitment plans are a journey, not a destination.

From candidate questionnaires to qualitative analyses, it’s important to add evaluation time throughout your process to make sure it’s working for everyone

Here are a few pointers: 

  • Keep tabs on your numbers: Make sure to keep note of top metrics like time-to-fill and applicant numbers per role, so you can do thorough analyses. The more you know, the better you’ll be able to spot pinch-points and areas in need of extra work.  
  • Ask candidates for feedback: There’s no one better to comment on your recruitment process than someone who’s actually been through it. Send former candidates questionnaires to find out about their experiences, even if they weren’t hired for the role. 
  • Check in with colleagues and hiring managers: Your team will also have a great view of the recruitment process, so offer them opportunities for feedback whenever possible. 

Top tip: Schedule regular dates for evaluation and act on your findings ASAP. 

Solid recruitment plans = Strong companies

Every cloud has a silver lining—and for 2020, that silver lining is the opportunity for companies to become more resilient than ever before. 

From upping your benefits game to embracing technology, there are simple steps to creating a stronger recruitment plan. 

Armed with this guide and your expert knowledge, tackling the ups and downs of the post-pandemic world will be easy—and will lead you to some high-quality top talent. It offers something rare for this year: a win-win.