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Posts tagged “COVID-19”

Up until March 2020 recruitment was taking place in a candidate-driven market, and this had been the way for at least 2 years. This meant that there were very few great candidates compared to the number of roles out there. Candidates were in the driving seat. A great candidate was in a position to be able to negotiate on salary, dictate when they were available for interview and keep employers waiting whilst they considered the best offer for them. 
Then COVID happened and other strange things started to happen to recruitment too. Firstly, potential candidates who were furloughed, or were no longer confident in the longer-term prospects of their company started to look for their next position. Secondly, huge numbers of vacancies were put on hold as employers started to try and guess their marketplaces and the long-term impact of COVID. Companies that were recruiting found that the numbers of applications started to increase rapidly. 
 
Finally, we have settled into a new norm (well for the time being at least!) where those companies that may have stalled for a while have pivoted within their market place and those that are growing need to fill their vacancies. However, the candidate pool is now huge and will continue to grow over 2021. 
 
So, what does this mean to you if you are recruiting? 
 
 
It may seem abnormal or unusual at the moment, but video interviewing and remote recruitment will become part of the “normal” recruitment and selection process. At the moment video interviews can seem like a scary prospect for both candidates and the recruiting managers too. 
 
What are the dos and don’ts of video interviewing so you can represent your company and your brand effectively whilst assessing a candidate’s potential whilst using video as a tool? 
 
Here are our 5 top tips to get the most out of candidates on video. 
The sudden lockdown for the COVID19 crisis has been a big change for all of us in the workplace. Some of your team may have been furloughed, others working from home. Some may be still coming into the workplace and having some new social distancing rules forced upon them. 
 
 
 
4 Areas you should Consider to Help your Team's Mental Health during Lockdown 
 
 
A lot of us are feeling more anxious. More stressed or overwhelmed with the current situation. Gone are the daily routines and rituals which have made up our working lives for many years. Change is rarely welcomed. Here are a few things that you can introduce to your teams to support them during this time if you can acknowledge areas that they may be struggling with if working from home. 
 
 
Click below to find 4 key areas that you should look at to make sure you are looking after your team's mental health whilst they are working from home during this time. 
Do you have a plan B in terms of recruitment when you still have vacancies that need filling but you know that you may not be able to meet any of your candidates face to face? We share our top 3 tips to enable you to continue to recruit at the current time. 
This picture depicts my plan A. 
 
This is where I expected to be today. A celebration week away with the family in the Big Apple. However, like most of the rest of the world I am working instead on plan B. 
 
So, what happens when you are in the middle of a recruitment drive and plan B is initiated. It may be the COVID crisis this time, but next time it could be a manager taken sick or a vacancy that you want to fill quickly so the new person can join the pre-planned training course.  
 
Can you still recruit and successfully fill your team whilst operating plan B? 
 
(Or what are you doing about your current employee engagement?) 
 
 
The world of work in many cases has not only been turned upside down, but things have changed almost over night with no clear end in sight for anyone yet. So, what does this mean in terms of your employees and keeping them engaged with your company and the role that they play in your success? 
 
More time on their hands 
 
The work place has changed so much in the last month and the day to day role in many cases has changed too, so how are your teams coping with this? In many cases there is less work for them to do, or you may have had to furlough some people. What can you do to make sure that once this is all over, they are still engaged with their current role and your company and are not spending any spare time they may have now researching other companies and planning to move on? 
 
Now is the time to show the love. 
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