Over the last few months, 87% of hotels have had to reduce their staff and only 37% have been able to rehire or bring back furloughed employees. For this reason, some employees are no longer playing the waiting game. Instead, they are reconsidering their options and using this time to revamp resumes or transition careers entirely.
Previous tasks of recruiting, hiring, and onboarding employees are still part of HR professionals’ daily tasks. However, now they have to juggle the concerns of furloughed employees, facing questions about how to keep furloughed employees engaged, as well as understanding what re-onboarding looks like for those who have spent months or even years with the company. Even with these new scenarios and smaller teams, HR professionals can incorporate solutions to optimize their rehiring efforts without compromising the candidate experience for previous and new employees.
Step 1: IDENTIFY IDEAL EMPLOYEES AND EMPHASIZE THEIR RETURN
Companies are only as good as their people. Without the full resources companies are accustomed to, it can be difficult to determine which employees should take priority in rehiring efforts. It is critical for companies to spend time identifying the top traits they are looking for in their ideal employees. Once it is determined which candidates are the best fit for the adapted environment and adjusted needs of the company, HR teams can move forward with the prioritized candidates.
To determine which candidates to rehire first, HR departments should consider looking into old performance reviews for a comprehensive, data-driven view of past work experience from not just one, but all employees. This can help establish the ideal skills, traits, and factors companies want and need in their employees. In addition to establishing a baseline for an ideal candidate, additional qualitative and quantitative data from personality assessments can be used to provide insight on individuals who are high-performing and adaptable. Especially with leaner teams, the ability to adjust to situations while maintaining productivity is a must for any company.
Continue to Communicate with Furloughed Employees.
Letting furloughed employees go without any form of communication, support, or update on the company side is not an option. For HR departments, waiting to interact with furloughed workers until the time comes to rehire can leave candidates feeling dejected, underappreciated, and overall upset with the company. HR teams must emphasize employee engagement, value, and overall positive candidate experience for all employees, including current, furloughed, and future employees.
Step 2: IMPLEMENT AN AUTOMATED WORKFLOW
Leaner, or even non-existent HR teams are handling an increased scope of work to keep business running. To accommodate the additional workload, automation is needed to fill in the gaps. Moving processes from outdated technical solutions to integrated software can optimize workflows and increase efficiency. With the right tools, automating processes can help in prioritizing candidates as hiring and rehiring efforts are executed.
A good place to start is with quick and easy personality assessments, providing data-driven insights that teams can use before, during and after hiring. The data from these assessments not only prioritize candidates but also enhance the candidate experience by tailoring the onboarding process for each candidate and setting goals for both new hires and rehires. Data collection and analysis doesn’t end upon hiring. Instead, employees provide trails of data throughout their employment. Information from performance reviews to sales numbers and personality assessments can help employers make informed decisions and implement the proper platforms and solutions.
Step 3: RECONSIDER THE VALUE OF HR
It is not uncommon for C-suite executives to view human resources as a cost center rather than an investment in the company. Especially as the economic downturn continues to take priority in decisions, many leaders are cutting HR departments. This trend of thinking has executives missing out on the value that HR brings to the company, after all, companies are only as good as their people. Ultimately, without a supported and efficient HR team, companies will lack the best employees and lose out on revenue in the long run.
Now more than ever, a company’s success depends on the people they have. HR teams must be able to efficiently and effectively identify employees who are the best fit based on what their current needs. This is crucial to rebuild and sustain business operations now and into the future. To be successful, HR teams must be equipped with the proper solutions and support. In doing so, HR teams can be prepared for rehiring and handling what’s to come.
Dan is Traitify’s CEO, co-founder, and Chairman of the Board. An entrepreneur to the core, Dan has an extensive background in user experience and graphic design. Having managed design firms and previously started a social media marketing & production firm with Josh Spears.