We all find ourselves in a horrible situation with the Covid-19 crisis and as businesses worry and struggle to see a way forward in certain areas of their business, we have a quick look at a few things to consider when it comes to your business recruitment strategy.

As circumstances change and we have to adapt and alter everything we do, it is worth considering alternative means to keep moving forward. Here are a few ways to turn the limitations into opportunities and use the difficult situation to your advantage.

Video Interviewing – To continue the usual process of recruiting new members of staff, modern technology can be utilised to make it easier when face-to-face meetings are not possible. Interviewing can still take place, but to keep the participants safe it may be better to use video calling as a better option. This can be done on popular sites such as Skype and more recently Zoom and can be set up just like a normal interview. It means you can put a face to a CV, conduct an interview as you would in person and the development of your company will not be stalled should you feel confident to move forward without meeting someone in person. It is a lot safer to use in situations like the current pandemic, as it prevents exposure and promotes social distancing and there’s also the environmental and cost benefit of neither party having to leave their house. To browse the features of different sites, visit https://www.recruiter.com/i/top-10-video-interviewing-platforms/ which gives an overview of various platforms.

Remote Working – To avoid closing your business completely, some may choose to close the office and ask employees to work from home. This gives your business a huge advantage, if you can maintain efficiency and run everything remotely. It will limit the damage done to your business and makes it easier to return to normal. It prevents the spreading of germs and keeps people safe in their homes, whilst taking care of the company and avoiding having to lay employees off where possible. It is worth looking at suggestions to implement to ensure your staff are healthy and happy and support is in place considering the effects on someone’s mental health and the effects of not physically having a team around you. Some measures include holding regular video meetings, communicating effectively and using motivational techniques to keep the team on form. Remember you also need to consider any implications of the work someone does from home making sure they remain complaint, having company IT equipment and keeping it secure and ensuring all GDPR legislation is fully adhered to. All companies should have a business contingency plan in place which covers home working and it’s a good idea to ensure you are familiar with being able to login to a secure network remotely and keeping your phone up to by using the latest technology like PBX. This will ensure an easier transition from the office to home should be easier and less stressful.

Keeping Candidates Safe – If you are still recruiting in these circumstances then it is worth considering the safety of the candidates you are coming into contact with. Implementing a questionnaire to establish whether anyone has been or potentially been effected by the virus, been in contact with anyone who could possible carry the virus or have experienced symptoms themselves can help to establish the risk and maintain a controlled environment which in turn keeps you and your staff safe as well as carrying out a safer recruitment practice for your candidates. This is in the best interest of the client and anyone the candidate may come into contact with if restrictions were not put in place. The health and safety of your staff and potential staff should be your priority so to mitigate any risk will be reassuring for all parties.

Keeping Your Business Working – A review of the company processes and day-to-day running can be very beneficial. It can highlight which duties could be performed differently and the processes which may cause problems if done working remotely. There may be tasks that can be put on hold or you may need to advise your customer base that call times or email responses may be longer than usual. An action plan can be created from this and will eliminate any surprises and prepare the team for working in emergency circumstances. It also provides reassurance that the company is willing to evolve and do what it can to succeed. It is a good idea to test how the team would work should an emergency arise, so that any difficulties can be ironed out and the team will be ready to move straight into an alternative way of working at a moment’s notice.

SSP – Statutory Sick Pay is paid to employees who are too unwell and unable to work for a period of four days or more, although this may be amended due to Covid-19. Currently, the SSP rate for employees who are eligible is £94.25 per week, for up to 28 weeks and other benefits. This means that employees are not left without pay, they have guaranteed money to pay the bills and tide them over until they are back to full time work. For more information visit the Government website https://www.gov.uk/statutory-sick-pay

For further guidance and support visit https://www.acas.org.uk/coronavirus

We obviously find ourselves in trying times at the moment. Some businesses will flourish during this period and others may really struggle but one thing is certain and that’s we are all in this together.

We wish you, your business and your families the very best through this challenging time.

 

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