Only a few months ago, companies faced a huge hurdle when attracting top talent: Superstars weren’t budging from lucrative positions. Now, everything’s changed.
In the wake of COVID-19 layoffs, the resumes of 22+ million Americans are flooding the job market. It’s an unprecedented situation, and it offers employers unique recruitment opportunities and challenges. In light of this fact, organizations must create new recruitment strategies to capture the phenomenal employees who are now looking for work. At the same time, I caution recruiters to remember that not everyone who’s been let go is a plum.
Navigating New Hiring Territory
Consider this management fact: Good companies hold on to great people, even in times of economic uncertainty. Leaders don’t want to endure costly hiring and recruiting processes to bring untested newbies on board if they can retain high performers.
I suspect most laid-off applicants will claim they were let go solely because of the pandemic and not because of underlying performance issues. That may be true in some cases. Even historically successful organizations have had to say goodbye to scores of people. As CNBC notes, well-known unicorn startup Bird had to lay off 30 percent of its employees.
But not everyone who has been let go is a superstar. How are the hiring professionals charged with attracting and retaining top talent supposed to figure out who’s stellar and who’s not?
Resumes sometimes reveal significant clues. For example, being one of the first employees laid off after working for five or more years at a company could indicate a worker wasn’t essential. On the other hand, it might just mean the company’s HR department decided to furlough everyone below a specific pay grade or within certain departments. Clearly, the reason for dismissal matters. Read more here…
Original: Recruiter.com – Daily Articles and News