Hiring in today’s market is unlike anything we’ve seen before. The COVID-19 pandemic has turned the employment landscape on its head, and businesses are struggling to navigate the new normal. With remote work becoming the norm and the availability of talent fluctuating, it’s more important than ever for companies to approach recruiting and hiring with a strategic mindset.
One of the biggest changes in hiring is the rise of remote work. That may work for those companies providing “office” type work. However, physical labor – out in the field – requires manpower in the trenches.
Obviously, restorers can’t clean up or demo a damaged home without people on the job being productive. It’s true that many companies shifted to remote work to keep employees safe and productive during the pandemic. That ship has now sailed and it’s time to re-engage at the actual job location. As a result, businesses must now consider the logistics of hiring and managing a remote workforce in some cases. This includes implementing a remote work policy, providing the necessary tools and technology, and establishing communication protocols. Remember, this remote work only “works” when the right employees are in place, and you have accountability measures to track their successes (or failures).
Another challenge businesses face when hiring in today’s market is the availability of talent. In my opinion, the governments have made it easy to be a ‘slacker.’ Enjoying government hand-outs enables those that would otherwise be working – to stay at home – in their pj’s – playing videos games while we pay for them to do that!
With high unemployment rates, it may seem like there’s an abundance of candidates to choose from. However, the reality is that many industries are experiencing a shortage of skilled workers. It may be true that the basic labor of responding to a flooded home may not require a brain surgeon, but it’s certainly not an ‘unskilled’ position. This means businesses must be creative in their approach to hiring, such as upskilling current employees or expanding the search to different regions.
Something as seemingly simple as hiring a ‘route marketer’ requires more than a social butterfly or a social media guru. In today’s environment, with totally different attitudes of the buying public, (including business people), these marketers must be taught the right way to approach clients and the most effective way to generate a real relationship to get referrals.
Companies must also consider the candidate experience in today’s market. I talk to owners often who think they want to hire a marketer previously in that position at another restoration company. It almost always does NOT work out, since they usually come with the wrong baggage. We encourage companies to hire people with the aptitude to build relationships – not a donut dropper or candy jar filler. That’s just too superficial and does little to strengthen a lasting and trust relationship. Businesses must have a strong employer brand, communicate effectively with candidates throughout the hiring process, and offer competitive compensation and benefits. The candidate should be able to develop (or already has) a personal brand that enhances their successes.
Lastly, businesses must be prepared to adapt to the changes in the market. The pandemic has shown us that things can change rapidly, and companies must be agile in their approach to recruiting and hiring. This includes being open to new technologies, embracing remote work where appropriate, and being flexible with job requirements and responsibilities.
Hiring in today’s market is challenging, but with the right approach, businesses can find success. By adapting to the changes in the market, focusing on the candidates traits and skills, and being agile in their approach, companies can find the talent they need to thrive in the new normal.
By Dick Wagner, Co-Founder The CREST Network, LLC
Nationally recognized coach, consultant, trainer, and speaker
Creator of the renowned PREP™ pre-disaster program
Owner of AskDickWagner.com BLOG
Copyright© 2023 The CREST Network, LLC All Rights Reserved
No Part Of This Document May Be Reproduced In Any Form Without Written Permission