Get On-Demand Recruiting With The Sourcery | Call Now 1-415-423-2764
According to Harvard Business Review and Crisis Management experts, transparency and relatability are paramount, particularly in times of uncertainty. This applies to candidate communication-it is essential to be upfront with all parties to ensure the best experience. Some companies are fully financially stable even during health and economic storms because of the nature of their businesses (B2B) and the vital role their offerings play among the specific customer bases they serve. While this might not be true for all companies, regardless of your situation, you must communicate and be honest with your candidates to build the right relationship and foundation.
Government Mandates: Would Shelter-In-Place or Lockdown orders affect the duties or nature of a specific role? Or can all work be handled from a computer? How could mandates affect personal lives?
Business Model: Is your current model being disrupted? If so, to what extent?
Onboarding: Are you prepared for a remote onboarding? If not, plan out how you can replicate them. What are you going to do for someone who has already quit their job and they are ready to start ASAP?
Equipment: Are you prepared to ship new equipment to onboarding staff?
Families: Are there family obligations or distractions that need to be accounted for?
Sickness: Are you prepared to address new employee sickness or quarantine? (anticipate weeks or months)
Business Model: Is your business model equipped to operate in a distributed fashion long-term?
Funding: Do you risk future rounds of funding as a result of your model and the latest global trends?
Infrastructure: Are you prepared for a potentially long-term distributed working model?
While the above represent common topics The Sourcery and our clients encounter, theyre not an exhaustive list. Experts agree across the board that having open and transparent dialogue early and often builds credibility. In crisis management, it is a given that you will get some things wrong, but over-communicating will always put you in a better position to establish the trust and buy-in you need for continuity.
Sources: Harvard Business Review, MIT Sloan
“The Sourcery is always there when we need them. They can scale up or down in response to demand. The Sourcery doesn’t take a success fee. We only talk to pre-screened candidates who fit what we’re looking for.”
“We knew we needed help. We decided we might as well try this recruiting thing. We were able to hire a string of engineers in a very short time. The Sourcery took a ton off our plates immediately. Like In-House Recruiters, but better... It's hard to juggle the work to build the product and hit the milestones while also managing the hiring process.”
“They Made Me a Better Recruiter. Over the years, I’ve placed more than 20 software engineers through The Sourcery. They do a fantastic job of minimizing hiring overhead. I was okay at recruiting before I met them. Now I actually consider myself a pretty good recruiter.”
Speak to a USA based representative now by calling us at 415-423-2764 or schedule a consultation to speak to us this week about your hiring strategy.
"We were able to hire a string of engineers in a very short time. The Sourcery took a ton off our plates immediately. Like In-House Recruiters, but better... It's hard to juggle the work to build the product and hit the milestones while also managing the hiring process."