Back to overview
5 tips on recruiting in times of crisis

Written by Zahera

5 tips on recruiting in times of crisis

At some point in your career, you are likely to face a crisis. Corona we may have had by now - exercise ๐Ÿ˜ฎ๐Ÿ’จ - but an economic recession is already lurking around the corner. Unfortunately, even in such a situation, the labour market is shaking to its foundations.

A lot of organisations and companies are burying their heads in the sand in these times of crisis and going into survival mode. In itself, there is nothing wrong with that ... It's just not the time for such an approach. You are not forced to attract less talent, you simply have to select them in a different way and adjust your recruitment strategy. 


In this blog, we give you 5 tips on why in God's name, in this chaos, you would want to hire candidates. Happy reading! 


Oh wait, you want to see the bigger picture right away? Then we have our whitepaper on how to optimise your recruitment process in times of crisis. Again: have fun reading! ๐Ÿ˜‰


The 5 tips for recruiting in times of crisis

Don't let your head hang and roll up your sleeves. Crisis times are like a stroke of luck. The job market is getting bigger which means there is more talent on the loose. Now it's up to you to bring in that talent effectively with these 5 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 jobseekers. But what do you do with passive jobseekers? Contact them directly on their favourite 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 employee? Do they want to advance in their career?
  • 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?
  • How stable is their current company or sector compared to yours?
  • 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 afford to be picky or because they consider changing jobs a big risk... You are 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 socials, emails, ... - don't just quickly forward your vacancy. Let potential candidates know that you really 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 because of the crisis, with your new candidate on board, things can change very quickly. Write about your future plans, what strategies you intend to use, ... 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

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


Times of crisis make potential applicants take an extra look at your company. For example, you have an economic crisis. In those times, you as an employer can, for example, take care of fringe benefits, work from home, ....


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 just happen, crisis management and flexibility are then the tools of choice to keep candidates on board your recruitment process. 


When major industries are affected, you can expect to see a figurative wave of potential applicants in the labour 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, you should also 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 organisation needs, don't shy away from hard times. These measures will get you back on your feet in no time or save you from crises. 


Wondering how to optimise your recruitment process even more in times of crisis? Then read this whitepaper: How to recruit in times of crisis?