At some point in your career, you’re likely to face a crisis. We’ve had Corona – exercise 😮‍💨 – but an economic recession is already looming. Unfortunately, even in such times, the labor market undergoes seismic shifts.

Many organizations and companies bury their heads in the sand during crises and enter survival mode. While there’s nothing inherently wrong with that approach, it’s simply not the right time for it. You’re not obliged to attract less talent; you just need to select them differently and adjust your recruitment strategy.

In this blog, we present five tips on why, for goodness’ sake, you’d want to hire candidates in this chaos. Happy reading!

The 5 tips for recruiting in times of crisis

Don’t hang your head; roll up your sleeves. Crisis times are like strokes of luck. The labor market expands, meaning there’s more talent available. Now it’s up to you to effectively bring in that talent with these five tips:

1. Approach your candidates in a personal way during the recruitment process.

You probably all do it: post vacancies on job boards to reach a wide range of candidates. Perfect when it comes to active job seekers. But what do you do with passive job seekers? Contact them directly on their favorite medium with a message that matches who the candidate is. So think carefully about their feelings, their situation, their way of communicating…

Here are some questions that can help you do this:

• Are they currently still employed?
• If not, is it because they work in a sector hit hard by the crisis?
• If yes, how long have they been employed by their current employer? Do they want to advance in their career?
• How stable is their current company or sector compared to yours?
• How well do their skills and current title match your vacancy?
• Based on their previous jobs, are they interested in the position you are offering them?
• The job you offer them, are you talking about a promotion or rather a lateral move?

2. Keep in touch with your (potential) candidates more than ever during your recruitment process.

No matter whether potential candidates can afford to be picky or because they consider changing jobs a big risk… You’re going to have to try just a little harder to convince them of your company’s strengths than in normal times. In other words: more outreach and sourcing work.

Use personal messages on social media, emails, etc. – don’t just quickly forward your vacancy. Let potential candidates know that you genuinely care about them. Ask questions about their experience, skills, interests, and explain why they could be the perfect match for your company.

Important to remember: stay transparent. Even if your company is struggling due to the crisis, with your new candidate on board, the tables can turn in no time. Write about your future plans, what strategies you intend to use, etc. In short: how your company will overcome this crisis together with the applicant.

3. Show your unique selling proposition to applicants during the recruitment process.

Offering candidates a competitive salary is nothing new or original. Real talent looks beyond pay. They want to know what your company stands for and how well you take care of your people. They want to feel secure in uncertain times.

Times of crisis prompt potential applicants to take an extra look at your company. For example, during an economic crisis, you as an employer can offer fringe benefits, remote work options, etc.

4. Ensure flexibility during the recruitment process.

By its very nature, a crisis disrupts your entire recruitment process. The further candidates are in the process, the more attention you need to pay to them. Things can suddenly happen, and crisis management and flexibility are the tools of choice to keep candidates engaged in your recruitment process.

When major industries are affected, you can expect to see a figurative wave of potential applicants in the labor market – the fallen. Then, go on a scavenger hunt. Explore the market and be flexible because they may not always be the ideal profiles but they can become so in time.

5. Also, look at the flexibility of your potential candidates during the recruitment process.

Besides the skills of your potential candidates, pay attention to their flexibility and resilience. Can they easily adapt to new circumstances? Can they work well under pressure?

As every crisis shows, change is inevitable. Your (potential) employees must be able to stand their ground in this changing landscape. Their productivity is key to maintaining a pleasant working environment and increasing the chances that your company will emerge better from the crisis.

Get your head out of the sand and start looking for the talent your organization needs. Don’t shy away from hard times. These measures will get you back on your feet in no time or save you from times of crisis.