Hiring after the COVID-19 Crisis

It’s not about the pandemic right now. It’s more about its effects on the economy, and the labor market. The United States has seen 44,000,000 people lose their jobs in the last twelve weeks. Italy took a different approach. It approved a special decree dated March 17 that prohibited dismissal procedures from mid-August. Evidently, lockdown measures had a major impact on the manufacturing industry as well as transportation and travel. The creative and advertising industries also suffered. There were fewer clients and projects, which meant less income and more layoffs. Many talented creative professionals were left without work and many went back to freelance. Although it sounds terrible, it could all be for the better. These talents might have finally left companies they couldn’t get out of, and are now available. This is a great opportunity for those looking for new team members, as the economy is reviving at a rapid pace. It’s anything that requires minimal touch and possibly transmitting viruses. It’s the modern solution to a global crisis. Inditex, the fashion mogul, is closing 1200 stores to make way for online shopping. Digital marketing is also changing. Everyone is now adjusting to the shock that came initially. Projects are being resumed and nature is recovering. This is the time to search for people who are available. The circumstances have changed. Many agencies have not returned to their offices and don’t plan on doing so. How do you hire people now? The process is the same: let the world know that you have a vacant job.
Collecting and reviewing the curriculums of candidates
Interviewing the people you choose and filtering them out.
Give them a task to complete and hire the best person.
First, the process of posting a job advertisement is slightly different. Being physically present and within a certain geographical area is essential for being able to work in an office. If that is no longer the case, would you still encourage people to move for work? You might also consider expanding your search to other areas or countries. We have had to try something that many business owners were reluctant to do: work remotely. Trust issues and the belief that team collaboration requires sitting in an office setting got in the way. With this experience, we can expand our horizons. Geography shouldn’t be a problem anymore. How can you reach potential candidates? Through the newspapers? A job posting site? You might use targeted ads on social media, or let your HR manager sweep Linkedin. Whatever method you choose, ensure you have all applications in one place so they don’t get lost. Each candidate is assigned a task in ActiveCollab with their name as the task name, their email address as description, and their CV attached. We record all developments and opinions through the comments. Chat Etiquette Cheat Sheet
We are grateful that you have subscribed! All newsletter subscribers can download this (and many other ActiveCollab Project Management Guides). We are unable to subscribe you at the moment. Please double-check your email address. If issue still persist, please let us know by sending an email to [email protected] Try Again Once you’ve read everyone’s resumes and decided who you’d like to talk to, it’s time to set up a meeting. Schedule a video conference, regardless of whether your office is closed or the candidate is not nearby. You might be concerned that meeting someone via video call is different than meeting them in person. Don’t worry–it isn’t. But insist on a video conference with the camera turned off rathe

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