What 2020 and the pandemic can teach us about recruiting for the future.

Whatever your circumstances, I think we can all agree that 2020 was a challenging and disruptive year. We’re all still coming to terms with new ways of living and working and while things still look a long way from being settled it is vital for our well-being and for the success of our businesses that we focus on learning from our experiences and preparing for a brighter future. The team here at Bramwith is looking forward to supporting our clients and candidates with their plans and goals for the coming year, helping them navigate the changes in their environment and make sure they are as resilient as possible. But in order to look forward with clarity, it’s important to consider how the last year has shaped us. From supporting female colleagues to improving remote selection processes, read on for some thoughts on what the pandemic has taught us about recruiting for the future. 

Get your remote recruiting strategy in order

Six months ago candidates might have been happy with a disorganized remote recruitment process. Now, a year on from the start of the pandemic, you need this to be seamless and professional. Even if we wind up working in offices and conducting face-to-face interviews (fingers crossed) in the near future, having good remote processes in place means you can easily extend your candidate search US-wide or even globally, helping you source the perfect procurement and supply chain professionals to grow your business. 

Here are some tips to get you started: 

1. Adapt your job ads and specs. Make sure your approach to remote working and the associated expectations are 100% clear on both your ads and specs. We aren’t exactly operating under normal rules right now! You could also consider outlining what the remote recruiting process will look like; what assessments candidates will be expected to undertake, how many people will be included on the interview panel etc. 
2. Get the processes right. This could include digital applicant tracking systems, improving calendar management, initiating virtual assessments, or anything else that streamlines your specific processes. 
3. Make sure you have the right tech. You won’t make a great impression on the candidate if your assessments aren’t accessible or your connectivity fails during an interview. Always test everything before an interview - and have a backup plan in case things go wrong. 
4. Give the candidates good instructions. Make sure they are absolutely clear on the tech, documents, and tools they’ll be expected to use during the interview process. And if you are going to record the interviews, ask for their permission first to make sure you are compliant with data protection regulations.  
5. Keep the candidates engaged throughout the recruitment process. Inform them of any delays and manage their expectations. You don’t want to miss out on the top talent after all! 
6. Keep your team involved. Every internal stakeholder on the recruitment process should be kept informed throughout. Particularly when it comes to announcing the winning candidates and organizing an introduction to the rest of the team. Starting a new role while working remotely isn’t ideal and it is the business leader’s responsibility to make sure every new member of staff feels welcome and included. 

Provide the right IT resources for your team

We’ve had a year to adapt to remote working but many businesses are still failing their employees when it comes to offering adequate home-working equipment. This includes tech, connectivity, phone, stationery - whatever the person needs to do their job properly. The big lesson here, in terms of recruiting, is to consider this resource provision in your budget when you are starting the recruitment process. Business leaders should also review the IT and personnel support they currently provide to make sure remote teams are taken care of and that any problems can be dealt with as soon as they arise. 

Make sure you support female workers

It’s no secret that female workers and primary carers have suffered most from remote working. In fact, the US Bureau of Labor Statistics reported that the gap in labor force changes since the pandemic amounts to roughly 493,000 more women than men being absent from the labor force since the pandemic began. The message for business leaders is clear - more must be done to support women when working remotely. 

A number of studies have suggested that working from home can increase the conflict between work and family and that women are far more likely to take on additional responsibilities. Ambitious businesses don’t want to miss out on the value that female candidates can bring to their firm. Therefore, ensuring your policies and ways of working support female workers, particularly when working remotely is vital. Your approach to this should be documented clearly on your job ads and specs and it is also worth mentioning to candidates during the selection process, in case they have any concerns. 

We hope these ideas on what we can learn from 2020 and the pandemic have been helpful. If you are considering growing your team or if you want to discuss your recruitment strategy, talk to the team at Bramwith. We have an unrivaled pool of procurement and supply chain talent - right across the US - and we would love to help.