Lately, mass layoffs in industries like Retail, Construction, and Tech have been making headlines, with the tech industry having the most extensive layoffs. In the U.S. alone, there were 15.4 million layoffs in 2022, of which 6.9 million occurred between August and December. Why do companies go through with layoffs? This is mainly because many corporate firms like Meta, Amazon, and Google (whose parent company is Alphabet) were over-hiring, and due to the global recession, they are switching gears and moving to a different project and want to downsize. These promising talents that have been let go, have work experience from anywhere between two to eleven years at their firms. About 51% of employees aged 18-34 have said they feel unprepared for a layoff. During this time, hundreds of employees either search for jobs or create start-ups.
However, many smaller firms may need help recruiting these employees. This article discusses how firms should approach corporate layoffs as a recruitment strategy rather than an obstacle.
4 Tips For Recruiting During Layoffs:
1. Using Recruitment Automation
Recruiting during the layoff season can be time-consuming, but technology can help streamline your efforts. An automated recruitment tool, like Vultus Recruit, can help recruiters find these promising talents. A recruiting tool is a great way to find talent quickly and allows more time for recruiters to focus on building relationships with candidates and assessing their fit for the company. Recruiting tools can also schedule interviews and check a candidate’s references. They also make the onboarding process go a lot smoother.
Another way to use technology to improve your recruiting efforts is to leverage social media. Use platforms like Facebook, Twitter, and LinkedIn to promote job openings and connect with potential candidates. Share relevant industry news and insights to establish your company as a thought leader in your field.
2. Build a Strong Brand that Employees Love
You must focus on your company’s culture, values, and mission to build a strong employer brand. Ensure you communicate these aspects of your company through your job postings, social media, and website. Share testimonials from current employees about their experience working for your company. Highlight any unique perks or benefits you offer, such as flexible work arrangements, professional development opportunities, or community outreach programs. Having current employees give reviews and appreciate the company on LinkedIn and other job sites will let the potential hires know that the company values everyone.
Direct sourcing is a great way to find new talent. You can also find candidates internally from those already in your database, like current employees, previous employees, retired employees, and candidates you already have on file. Encouraging your current employees to refer potential candidates can help you quickly identify top talent and make hiring more efficient. Additionally, offering incentives for successful referrals can help motivate your employees to participate actively.
3. Be Transparent and Empathetic
When recruiting these newly fired employees, recruiters should be sensitive when hiring these candidates. Recruiters should empathize and sympathize with candidates who have been let go and inform them they value employees and care about their career path. Showing these candidates that you value them and don’t view them as just a number will have a more significant impact than matching their previous salary. Employers should not just offer a position to a candidate but also provide them opportunities to grow their career.
During interviews, be sure to ask candidates about their experience with layoffs and how they’ve handled similar situations. This can give you insight into how well they handle adversity and adapt to change. It can also help you gauge their interest in your company and assess their fit for the role.
4. Leverage your network
An initial phone or zoom call with a candidate for about 10-15 minutes can help recruiters assess the candidate’s qualifications. It is a one-on-one interview where recruiters can learn more about the candidate themselves and their past work experience. Candidates can also learn more about their potential employers and ask them questions. The top candidates will move on to the final interview. The final interview with candidates can be done on zoom or in person. This interview will be more extensive, where experienced managers will interview candidates about their skill sets and work experience.
One of the most effective ways to recruit top talent during the layoff season is to leverage your professional network. Reach out to former colleagues, industry contacts, and current employees for referrals. These individuals may be able to recommend talented candidates who have been recently laid off and looking for new opportunities.
You can also use online platforms like LinkedIn to expand your network and connect with potential candidates. Join industry groups and participate in discussions to build relationships with other professionals in your field. This can help you stay up to date on industry trends and connect with candidates who may be a good fit for your company.
Wrapping Up
Layoff Season is a hard time for those in corporate offices, as there is usually a lack of communication on who will be let go, and often no reasons are given. Recruiters should be mindful of this and acknowledge them by sympathizing with these potential candidates. They should show the potential candidates how the firm is different from corporate firms, how in the firm they are given opportunities to grow in their career, and that they value their employees. By using these four tips, recruitment automation, sourcing candidates, valuing employees, and creating a strong employer brand, recruiters are more likely to hire laid-off employees.
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