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Over the past few weeks, the Novel Coronavirus (COVID-19) pandemic has undoubtedly impacted all aspects of modern business practice. In fact, according to Gartner, it’s estimated that as many as 88% of organizations have either encouraged or required their employees to work from home – numbers that are indicative of a first-of-its-kind virtual workforce around the world. What’s more, some industries are experiencing an increase in demand for workers, and they are working hard to hire – aggressively. Just consider grocery chains, pharmacies, companies that provide technology to enable virtual work, and, of course, hospitals.
Talent acquisition teams are having to adapt their hiring practices accordingly, putting an immediate stop to face-to-face interviews and adopting virtual processes instead. Under these strange new circumstances it’s imperative that we don’t lose the human touch while doing so, especially in regions going through strict quarantine measures that are leaving candidates (and the population at large) feeling isolated.
The COVID-19 pandemic has dramatically shifted how businesses operate. Around the country, business leaders, colleagues, and candidates are going into self-isolation in accordance with CDC guidance. Given the critical need for social distancing, handshakes and face-to-face interviews are no longer appropriate.
Before each hire, I spend time sourcing and reaching out to passive candidates to get them excited about the role we’re about to hire and to build out a more diverse pipeline before we’re ready to launch. It’s imperative to send each candidate a personalized outreach email that shares some of the highlights of the role while also giving meaningful examples about why they’d want to work at Help Scout.
If you’re one of the companies still hiring in the midst of the pandemic, you’re likely going about it in a new way. From where you’re looking for talent to the interview and onboarding process, social distancing is impacting recruiting in a myriad of ways, and just how much will depend on your industry.
Here is some insight into the approach we’re taking to manage the candidate experience with empathy and transparency at my organization, Cigna, during the COVID-19 crisis.
Scaling Your Remote Team: The Remote Guide to Hiring (Twist)
However, hiring the best across borders isn’t without its challenges. Additionally, once you’ve made a great hire, proper onboarding is crucial for keeping them. This guide will distill down the lessons we’ve learned in growing our team at Doist to 69 people across 25 countries and 52 cities. We’ve also included advice from remote teams like Help Scout, Buffer, Automattic, and WeWorkRemotely on how they’ve scaled their teams.