Coronavirus (COVID-19), Recruiting

Creating a Recruiting Pipeline Post-Coronavirus

While we’re clearly not post-coronavirus yet, employers are currently trying to figure out how to create a recruiting pipeline during these times of uncertainty. For any employer currently hiring, there have been a lot of ups and downs recently, and recruiting—despite high levels of unemployment, which typically bring more interest in any job post—has been daunting.


Not only is there market uncertainty, but there’s also a lot of change happening day to day. People are wary of making a job change when they don’t know how the economy will go or whether any given company will have major changes in the coming weeks or months. This means that fewer people who currently hold jobs are keen to change them because of these current unknowns.

Separately, there are several reasons even those without work at the moment may hesitate to take on a new role. First, many jobs require a lot of interpersonal interaction, which increases the chances of exposure to the coronavirus. This alone is keeping some people from freely looking for work, even if they would otherwise want to do so.

For employers needing to hire, the situation is complex. They need to get ample interest in the job vacancy but do so without creating an avalanche of unqualified applications to sort through. Then they need to take steps to confirm to candidates they will do what they can to reduce the risk of virus exposure. It’s no small task.

Let’s look at a few ways to create a recruiting pipeline during these uncertain times:

  • Remember the power of networking and referrals. Your current employees can be a great means to find new employees. There’s a good chance they know someone who is looking for work and can speak to the person about what it’s like to work at the organization. Consider implementing an employee referral program if you don’t already have one.
  • Continue to use this time to enhance the employer brand. This can take a lot of forms. For example, being active on social media can be one component. Telling more about what it’s like to work at your company is another example. Highlighting employees and the workplace on your website is yet another. Potential employees will be looking to see what the organization is like and what it stands for; give them information through these means.
  • Communicate publicly about what you’re doing to protect employees from virus exposure risk. This communication can go a long way toward reducing people’s fear of applying.
  • Ensure your entire recruiting staff has the tools and knowledge to conduct the recruiting process remotely. This may mean utilizing videoconferencing software to conduct interviews, for example. Ensure everyone knows how to adapt his or her role as needed.
  • Check and double-check your tools and processes to ensure the candidate process is smooth, even with the new online options like videoconferencing. No one wants to make a bad candidate impression by having untested software that doesn’t work well on your device when you get started.
  • Continue to communicate publicly, even if you’re not actively hiring right now. Let people know what’s going on with your organization—for example, via blog posts, social media, or even press releases, depending on what your situation is.

What else has your organization been doing to enhance recruiting for now and in the future?

Bridget Miller is a business consultant with a specialized MBA in International Economics and Management, which provides a unique perspective on business challenges. She’s been working in the corporate world for over 15 years, with experience across multiple diverse departments including HR, sales, marketing, IT, commercial development, and training.

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