One of the keys to a successful recruitment strategy is to ensure you attract diverse talent. Diversity recruiting is the practice of hiring candidates using a process that is free from biases for or against any individual or group of candidates. Diversity can come in many forms including but not limited to: ableism, gender, sexual orientation, age, religion, socio-economic status, race and ethnicity.

The recruiting process under normal conditions can be challenging, full of unexpected twists and turns. During a global pandemic, the challenges are heightened. As a recruiting consultant, I often come across candidates who back out during the application process, drop out during the interview stage, or never respond at all after initial communication (ghosting).

Since COVID-19, we are having more and more conversations with business leaders about the need for new HR technology to help increase the efficiency and effectiveness of their processes in a virtual environment. Whether you have rapidly grown and are looking to streamline your recruiting and onboarding process or are looking to improve your current platform, Applicant Tracking Systems (ATS) can make all the difference in your recruitment and hiring function.

Outdated hiring practices are failing us.

An important member of your team has recently left your company. The role is essential to the function of your company. Yet, you are unsure where to begin your recruitment efforts. Additionally, you feel as though you have a limited bandwidth, time, resources, and overall expertise. Given these reasons, you feel partnering with a recruitment agency would be your best option for finding the most qualified candidate for your vacancy. However, prior to selecting an agency, take into consideration a few of the following factors.

With the uncertainty that COVID-19 brings, employers are reacting in a variety of ways. Some have an immediate response and cut staff, while other employers shift seamlessly to a telework model to save on operational costs. There are companies that implement a hiring freeze, and some use innovative ideas to create a “business as usual” environment. Current staff and future potential employees are watching and evaluating the decisions employers make today, and they base employment choices on what they see and hear.