Put on Your Counseling Hat: Recruitment in the Covid Era
0 likes102 views
The document outlines the challenges hiring managers and candidates face during the pandemic, emphasizing the need for empathy, self-reflection, and reduced biases in the hiring process. It suggests coaching for both hiring managers and candidates to improve their readiness for change and decision-making, while also advising talent acquisition professionals to advocate for themselves and seek development opportunities. Overall, it encourages a data-driven and compassionate approach to recruitment and candidate coaching amid uncertainty.
More Related Content
Similar to Put on Your Counseling Hat: Recruitment in the Covid Era (20)
More from RecruitingDaily.com LLC (20)
Put on Your Counseling Hat: Recruitment in the Covid Era
- 1. #LearnWithLauraHR | @EastSideStaff | EastSideStaffing.com R E C R U I T I N G D A I L Y P U T O N Y O U R C O U N S E L I N G H A T : R E C R U I T M E N T I N T H E C O V I D E R A
- 3. #LearnWithLauraHR| @EastSideStaff | EastSideStaffing.com SO, WHAT’S SO DIFFERENT ABOUT NOW? During a pandemic… Hiring Managers AND Candidates have been living with: • Fear • Uncertainty • Exhaustion • Overwhelm • Impatience This impacts behavior when hiring and job-searching.
- 4. #LearnWithLauraHR | @EastSideStaff | EastSideStaffing.com WHERE DO WE BEGIN IN TA? Collect DATA 1) Competencies for HMs 2) Goals for Candidates Release judgment 1) Avoid unrequited love 2) Don’t force; let flow Raise EQ 1) Bring empathy 2) Consider TA’s experience
- 5. East Side Staffing | @EastSideStaff | EastSideStaffing.com HOW HMS GET IN THEIR OWN WAY Is ‘finding talent’ really the hardest part of hiring? Or is it the: HM who hasn’t job-searched themselves in a few years, who resents the $ candidates are asking for, who views generational differences as ‘entitled’, has analysis paralysis, brings trauma from previous ‘bad hires’, is caught in comparison ‘what are our competitors doing?’, needs training on candidate experience, overcoming bias, learning structured interviews/scorecards/competency based guides….
- 6. #LearnWithLauraHR| @EastSideStaff | EastSideStaffing.com COACHING HMS Coaching them on the importance of : • Receiving feedback • Self-Reflection • Reducing their own bias in the hiring process • Willingness to improve and unlearn how they’ve always done it Questions to ask HMs: • Are you open to receiving actionable feedback from candidates to help you improve? • Have you considered what you’re afraid of and how that fear may be blocking you from filling this role? • Are you ready to acknowledge and address our own biases as they emerge? • Are you willing to consider how what worked 6 months/2 years/5 years ago may not now? Are you open to scrapping what you’ve done and to starting anew? Expect growing pains.
- 7. #LearnWithLauraHR| @EastSideStaff | EastSideStaffing.com HOW CA NDIDATES GET IN THEIR OWN WA Y Does the candidate really feel ready for change? Or is it the: Candidate may be ready for change, but feels terrified of the unknown, feels comparative towards their peers, struggles with feeling guilty and nervous about resigning from their current employer, is unaware of their pain points and what they really want, is letting other people dictate what is best for them, unsure if they have the energy and enthusiasm to start anew in a pandemic…
- 8. #LearnWithLauraHR| @EastSideStaff | EastSideStaffing.com COACHING CANDIDATES Coaching them on the importance of : • Self-Reflection • Values alignment • Reducing their own fear that may be blocking them from thriving • Willingness to stay in their own lane Questions to ask candidates: • Do you feel ready for change? Can you envision resigning? • Have you written down what is missing now in your current scenario? • Have you considered what you’re afraid of and how that fear may be blocking you from change? • Are you clear on what you want next (ideal leader, team, opportunity, culture, values) • Are you willing to consider that nothing will have every single thing on your wishlist? Have you written out your must-haves and nice-to-haves? Dealbreakers?
- 9. BOTH ARE TRUE LearnWithLauraHR| @EastSideStaff | EastSideStaffing.com Competency- based interview guides Career goals written out Deep Interview questions Challenging biases How nervous system responds How things feel Honoring what feels ‘off’ and what feels right We make decisions with our hearts AND with logic. Gut AND data can co-exist.
- 10. LearnWithLauraHR| @EastSideStaff | EastSideStaffing.com ACCEPTANCE VS. RESISTANCE What would it feel like to accept vs. resist it when: o A Candidate isn’t ready for change o A HM isn’t ready to hire o A HM needs weeks of education o A Candidate needs hours of worth of coaching o Compensation needs to be adjusted o Closing a candidate is more about showing them their data than selling o This market ‘is what it is’
- 11. TRUST THE PROCESS FOLLOW THE DATA #LearnWithLauraHR| @EastSideStaff | EastSideStaffing.com Clarity is the
- 12. #LearnWithLauraHR| @EastSideStaff | EastSideStaffing.com HOW TA GETS IN OUR OWN WA Y Has TA advocated for themselves, their team to make their experience a positive one? Or are we… Expecting ourselves to be perfect at all things, to work at an unreasonable pace with an untenable workload, to assume we ‘know it all’ without training or development, to avoid speaking our truth to our leaders about what we need and why, not taking PTO/breaks, glorifying exhaustion as a status symbol, people pleasing instead of partnering…
- 13. COACHING TA (OURSELVES!) Coaching TA Pros on the importance of : • Looking at what blocks us from asking for help, taking breaks, advocating for our team • Considering how we are using ‘blame/shame’ vs. self-reflection • Evaluating our strengths to ensure we see our development areas • Consider where our own biases show up Questions to ask ourselves in TA: • Why don’t I take time off? Do I glorify being busy? Is my sense of worth tied into how frazzled I am? • Am I people-pleasing others, or am I working in alignment with my values and partnering? • Have I written down my strengths, weaknesses, areas for improvement and my favorite parts of TA? • Where are my own biases, impatience, ‘blocks’ showing up in a hiring process? • Do I blame my leader, HMs, Candidates for things that go wrong? Do I shame myself? How much do I assume I control? Have I acknowledged I’m also a human in a pandemic?
- 14. #LearnWithLauraHR| @EastSideStaff | EastSideStaffing.com OVER THE NEXT 30 DAYS… To start improving my coaching skills as a TA Pro, I will… How will you actually achieve this goal? How often, when, where, get specific! I will make these changes within 30 days because: Know your why!