Recruiting Talent- Post Pandemic

In this post we look at how to recruit talent in the post-pandemic era in which we now live and work. Specifcally, we look at finding early career talent as well as recruiting during financial hardships.

Recruitment has changed massively since the pandemic. It’s a lot tougher now with employees wanting to maintain job security in their current positions and other applicants wanting to work from home or hybrid work. In our office culture, you need to be part of the office environment.

Things can be fast moving and if you’re not clued in with what's going on with the rest of the team all the time, then there’s a good chance you’ll miss out or not be up to date with what’s going on which is why we insist that all positions are office based.

Pre- pandemic, recruitment was as easy as putting together a simple job ad, getting it posted on a job site and then filtering through the many applicants to see who would be worth interviewing. People would ask if we could interview around their current employment hours, we normally accommodated, or they would take time off. That was their prerogative at the end of the day.

Companies are now having to actively head hunt new recruits due to the fact that we are growing. The advantage is that if you have a positive working environment then you can get prospectives to ask any employee and they will tell your potential new recruit that it’s a great place to work. We’ve often said to people before “pick someone who works here and message them, ask them for their feedback”. Ultimately, not using job sites saves us money as well.

We used to spend thousands just trying to find the right people, while messaging people may be more time consuming, it is more personal, and it means we can use the money we would have spent on recruitment to pay them their worth.

We are approaching people, mainly on LinkedIn, and seeing if they are happy where they are currently working. If they are, then fair enough. However, some companies have become almost toxic to work for, when we hear about this, we’ll approach members of staff who look like they’re worth their salt and see if they want a change of scenery and, ultimately, a better place to work. This seems to be our main way of recruiting now. I know it sounds cutthroat however we offer employees a chance for progression along with a working environment that walks the line of fun and productivity.

We value every single one of our employees, so staff turnover is low here. We have found it is the companies that do not value their employees who soon lose them.