As a Partner of an executive search firm, my inbox is full of requests from individuals that I've known and individuals that know someone that knows me -- people are worried about their professional futures and career prospects, or lack thereof. Unfortunately, I can't change the corporate landscape or economic realities; I can, and do, however, advise, counsel, and motivate others to remain positive, knowing that this too shall pass.
Difficult as it is for those that are affected, the unemployed workforce will survive to see another day of employment. As someone that has built a career in Talent Acquisition and Human Resources, I'm more concerned about corporations that view this time, when cutting the workforce to cut expenses, as an opportunity to cut back on their recruiting function and its talent acquisition resources. When companies communicate to their employees, and the individuals that are interested in working for those companies, that they are in a hiring freeze, there's an opportunity missed, or at least a message that hasn't been adequately communicated.
Now, more than at any time in recent history, is when companies need to focus on their branding efforts. To the employees working for them today, and to the millions of people in the talent pool that are currently looking for opportunities, how are those companies perceived, right now? How would they like to be perceived in the future? What makes them unique? Why should a prospective employee choose them?
Now, more than at any time in recent history, is when companies need to focus on and make improvements to their recruiting process. How have they structured their recruiting teams? How much responsibility does HR have over the recruiting process? How much responsibility does the Hiring Manager have? How many interactions does an applicant have to have with the company before they receive an offer?
Now, more than at any time in recent history, is when companies need to focus on their recruiting technology. How have they allocated their resources? How are they tracking their applicants? Are they compliant? How much time and money could be saved by investing in technology, so that human capital could be focused on human tasks?
Don't confuse a hiring freeze with a recruiting freeze; in every interaction, with every employee, with every applicant, with every vendor, at every moment, remember that now is the time to evaluate and improve the way in which you conduct business. Streamline recruiting. Build a pipeline of talent. Communicate with all applicants in your Applicant Tracking System. Be innovative.
The companies that will thrive when the economy turns are the same companies that realize how important it is to continue being in command of their brand, innovative in their recruiting process, and embracing of new recruiting technologies.
Hiring freezes ... these too shall pass!
Brian Callahan
Managing Partner
briancallahan@quovisinc.com
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