What does COVID mean for hiring?
written BY Kelly Costello / Images provided by The Creative Group
There’s no doubt about it. COVID has changed the way we work, and the way companies hire and manage talent.
How can companies continue to attract top talent in the midst of the pandemic, and how can talent position themselves for success given the changing hiring landscape?
We recently held an illuminating SHACK15 Conversation with Sara Eide who is Vice President at The Creative Group, a staffing firm that specializes in connecting creative, digital, marketing, advertising and public relations talent with some of the countries most innovative companies. As a division of Robert Half, The Creative Group offers flexible solutions to meet companies’ project, contract-to-hire and full-time employment needs. With locations in major markets across the United States and in Canada, TCG serves as a respected community partner in the cities where we live and work.
Drawing on 15+ years in the staffing industry, Sara has so many incredible insights on how companies and professionals can adapt to new workplace norms and stay competitive. Sara answered some of our top questions on how to hire and manage creative teams right now.
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What hiring trends are you seeing in response to COVID-19?
Despite the pandemic, many companies are moving forward with business — including hiring for essential roles. In some cases, COVID-19 is even creating increased demand for experienced professionals! For many companies and for the majority of our clients, the way they work is changing and we are uniquely equipped to see these trends by working in the hiring landscape.
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Do you have any advice for employers on how to optimize recruiting efforts during the pandemic?
One major change we’ve seen is that companies now feel more confident about remote work. They’re seeing it as an opportunity to consider recruiting potential employees from outside their market when struggling to staff open roles. Also, companies can better attract top talent by offering fully remote roles. This allows them to take advantage of a wider candidate pool, while also allowing interested candidates the flexibility they are looking for.
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Many people, leaders included, are feeling a sense of burnout heading into the end of the year. How can employers boost morale and keep culture strong for teams working remotely?
As businesses focus on staying afloat and finding new ways of operating, managers must be wary of overloading staff. With the lines blurred between work and home life, remote workers are often putting in longer hours and struggling with isolation. Nearly half of employers think staff morale has suffered as a result of this year’s dramatic workplace changes and more than a third of workers surveyed said they are more burned out on the job today than a year ago. To prevent burnout, here are some tips to help boost morale and keep things running smoothly:
Communicate more often
Be empathetic
Bring in skilled temporary professionals to relieve heavy workloads
Consider offering flexible schedules or “windowed working”
Encourage your team to take earned time off
What opportunities are you seeing right now for people who lost their jobs due to COVID?
While the job search looks a little different right now, many companies are moving forward with business — including hiring for vacant positions. In some cases, COVID-19 is even creating increased demand for experienced highly skilled professionals in other areas.
Job seekers should be prepared to complete the whole application process online, from connecting with a recruiter to taking part in a video interview. Here are some tips for job seekers to help them stand out in a competitive market:
Keep materials updated. Keep your resume, cover letter and online profile up to date.
Connect with a recruiter. Staffing professionals often know of new opportunities before they’re advertised and can advocate for you in the job market.
Take advantage of this time. Use this time to land a job you really want. Take an online course or secure a certification. Research companies, jobs, sectors that are of interest to you. Attend online conferences and find ways to network with others in your desired field.
Research positions of interest and essential skills. Visit job search websites, including those that focus on remote opportunities (e.g. roberthalf.com/jobs). When looking for remote jobs, don’t limit yourself to opportunities within your city or state.
Ask for recommendations. Ask a colleague, former manager or industry leaders you’ve worked with for a recommendation. They can provide verification of your skills and abilities. They don’t have to be long but can be used across your resume and all online profiles to really stand out from the crowd.
Consider project work. Not only do these roles help pay the bills, but it allows you an opportunity to ‘test run’ different positions and companies, it helps keep your skills fresh and you’ll expand your network and potentially convert to a permanent position.
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Tell us more about your newly released 2021 Salary Guide and how it can be a useful hiring tool!
The Robert Half 2021 Salary Guides include comprehensive salary data for hiring managers and job seekers to help make the best hiring and career decisions. The Salary Guide includes pay ranges across the accounting/finance, administrative, legal and creative industries, as well as insights into the latest hiring trends including:
Common perks and benefits
Why companies work with interim professionals
In-demand positions
Technology and soft skills in demand
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Do you anticipate that employers will continue to use COVID-19 hiring tactics in a post-pandemic world? Why or why not?
Post pandemic, we may see lasting effects. Bottom line, working from home is working. Nearly three-quarters (74%) of workers we surveyed said they want to work from home more often, with 60% citing a better quality of life. For their part, employers have learned that remote workers can be just as productive and innovative as their onsite counterparts. It’s recommended that companies that want to recruit and retain top talent should consider placing flexible work schedules and telecommuting options at the heart of their employment packages going forward.
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Thanks so much Sara for sharing your insights with us! For more information on The Creative Group and how they can help with your hiring needs, be sure to check out their website.
Next Wednesday, October 28th, we’re excited to be hosting a SHACK15 Conversation with The Creative Group and filmmakers from BAYCAT, a non-profit that educates, empowers and employs young people from historically underserved Bay Area communities in the digital media arts. They’ll discuss their mission to end racial, gender and economic inequity by creating powerful, authentic media and diversifying the creative industry. Don’t miss it!