Hiring in a Pandemic: Lessons I Learned
“Did anyone else have that on your 2020 bingo card?”
I have heard this refrain after the news about murder hornets, the rumors of the bubonic plague returning, or whichever devastating new blow 2020 has dealt. It has been quite the overwhelming, unpredictable year. Some of those unexpected things have brought new lessons for me.
One thing I did not have on my 2020 bingo card was hiring two new employees during a pandemic. I feel really lucky to have had that opportunity in this context. Our team feels deep gratitude to our clients and to one another for the work we’ve done this year to grow and merit these hires.
Now that the onboarding is done and our new teammates are humming along with client work, I took a look at the hiring process and lessons I learned. Growing your team during a crisis isn’t easy, but hiring is rarely an easy task! If you’ve ever had to hire someone you know how expensive and time consuming it can be. You want to make sure your investment is worth it!
Below are three key takeaways that I’ve highlighted to save your agency time and money when hiring a new team member.
Takeaway #1
Your Candidates are Only as Good as your Job Posting and Screening Calls
The quality of your candidate pool reflects the quality of your job description and post. Now obviously there are exceptions, like applications from people who definitely didn’t read the requirements. But in general, it is best to be specific about the role requirements, the team culture, and the expectations from the candidate.
An example here is doing a skills checklist, asking the candidate to respond YES/NO to a list of technical skills. “Do you have firsthand knowledge of prototyping and designing in Figma? Have you ever been responsible for presenting your designs to a client?” Being direct upfront will save you time! Especially during massive unemployment in the U.S., it is so important to give applicants a realistic expectation when they apply for the role. Nobody should be shocked to find out they don’t meet the basic requirements.
Takeaway #2
Empathy is Critical from the Start
Job applicants are being vulnerable when they submit their cover letters and applications. They deserve a fair shot at the role and empathy from the hiring manager regardless of whether or not they get the role. Empathy in hiring looks like this: listening well and taking thorough notes. Consistently remind yourself that there is a person on the other end of this phone call, email, or zoom interview. Basic respect is something everyone is owed.
One practical way we implemented this value was to send a response to each person who submitted an application. When a rejected candidate asked for feedback, I spent a minute to respond and give more detailed context. Hiring is a two-way street and if you give a candidate a good impression, they will be more likely to speak positively of your company in their network.
Takeaway #3
Establish Boundaries and Stick to Them!
“You can’t pour out of an empty cup.” Yes, even hiring managers can feel exhausted. Tired people don’t always make the best decisions! That is just one reason why it’s essential to set up practical, specific boundaries at the start of the hiring process. Here are a few things you should decide beforehand: steps for the candidate (e.g. application → phone screening → first interview → group interview → decision), criteria at each step to make it to the next round, and how to screen for a culture fit.
After reading the 300th resume, it can be difficult to decide whether you’re just tired or if this person is a bad candidate. Clear boundaries at the start of the process allow you to compare the first candidate against the last candidate fairly. While the hiring process isn’t always cut and dry, establishing clear boundaries at the beginning allows you some objectivity which protects you and the candidates.
These are not the only things I learned in the process, but I think they highlight a few critical reminders as our agencies journey through the rest of 2020. Whether you are hiring this year or next year, these basic takeaways can serve as guides for the hiring process. The keys to hiring may not solve all of our problems in 2020, but they can help us move into our next phase with empathy and compassion for ourselves and our coworkers.
Have you hired anyone during the pandemic? What would you say are your lessons learned?
