Jun 19th 2020

COVID-19: TALENT MANAGEMENT IN A CRISIS

The current situation has brought with it unprecedented difficulties in our personal and professional lives. When it comes to businesses, talent management is important now more than ever, with a need to adjust the way the usual methods of attracting, developing and retaining high-performing employees are approached.

Here are three ways to stay ahead of the curve and come out on top.

Structure with tech 

We have seen over the last decade a rise in the tech industry and its role in the working world. And it’s the tech-savvy tools and processes that you should be turning to for a more streamlined team structure. 

Mark Seeman, Founder of StaffCircle says, “you have to do things tighter, better, and more effectively. Then, actually, remote working opens up more advantages to your organisation.”

You should look towards HR tech software that makes talent management a lot more humanised and will help you to navigate in the current status quo. A great way to do this is to bring in an ATS that will enable you to handle your recruitment and hiring needs. 

By putting the right systems, processes, and consistencies in place, it will allow you to manage people more effectively remotely. This in turn will help maintain a competitive workforce to achieve your organisational goals. 

Communicate as a community 

With so much uncertainty going on, it’s important to drive open communication and trust within your company that is evident to future candidates. This means transparency in the hiring process on where the company is at, where the company is going, and encouraging a “we are in it together” mentality. 

By giving clarity on what your long-term goals are and what you are trying to achieve, people will understand what they need to deliver when joining the company. This helps build a sense of collective ownership, resulting in a positive, community approach through an unpredictable time.

According to a recent graduate, Mariam Hussein, companies that are actively recruiting should also communicate that they are willing to go the extra mile to support people.

“When I apply for jobs I look for aspects in the company and the role that shows they will provide the support you need alongside your work.”

Moreover, with a staggering 70% of UK businesses having furloughed staff, it’s important for businesses to get involved with the outside world on this matter to promote their brand identity. Companies should use channels such as social media to communicate how they are managing things and share articles to help others.

Look for the gaps 

It’s important to manage amid change and not be managed by it. As you look to strengthen what your company has to offer during this time, you will need to work out where the skills gaps are. Firstly, take a look at how you can encourage greater learning and development opportunities within the team. This will allow for broader and more flexible roles that align with the dynamic priorities of your business. 

Then, you can assess the gaps where you need to recruit fresh talent. Whether these hires are for the long-term or for more project-based work, remote hiring by using platforms such as Tempo has become incredibly easy to do. It allows you to hire people you need from all over the UK, without the hassle of relocation, giving you the ability to build diversity-rich teams.

When it comes to talent management, crisis situations such as these provide windows of opportunity to not only embrace technological processes and new ways of thinking but also to show a sense of leadership. By bringing together new and current talent to achieve a clear business goal, you will come out on top with a stronger and more loyal team. 

If you are looking to hire, have a read of our 6 recruitment challenges and how to overcome them