3-Part Hiring Plan During COVID-19

My recruiting career began 18 months before The Great Recession, so to say I’m seeing similarities between then and the current COVID-19 situation is an understatement. I remember the anxiety and uncertainty about the future. Would insurance agencies ever hire again? They slowed down claims, marketing and service hires but no one turned down a producer referral. In that realization I saw opportunity and light breaking through the darkness. From the ashes we built our agency division and moved to the forefront of producer recruiting. My company wouldn’t be where it is today if not for this storm.

So, as you’re reading this — insurance agency owner and human resources leader — know that same opportunity exists for you. Even during the coronavirus, your hiring can prosper. You cannot and should not abandon your 2020 recruiting plans. Simply readjust and refine them to fit short and long-term plans. Here’s how.

Triage Current Openings

Coronavirus did not eliminate all your hiring needs. “What do I need to do right now?” is the question you want to ask over the next 30-60 days. I recommend compartmentalizing jobs based on urgency.

Manage Your Database

Will you allow your producers to stop prospecting because of COVID-19? Certainly not. The same theology applies with recruiting. If you put candidates on a shelf, they will collect dust and become outdated. I recommend finding ways to maintain an active pipeline.

Use questionnaires to enhance first round interviews. Send a benefits package before the second interview no matter if it is video or in-person. Give employees instructions on how to share posts about job openings on social media. Set reminders to follow up with declined candidates three and six months from now to keep in touch about future opportunities.

Think About Long-Term Opportunities

People are scared. Being an “Employer of Choice” means offering comforting solutions to current and prospective employees.