The effects of COVID-19 on the job market have been catastrophic for many with layoffs in the millions. For a few industries however, the need for employees has never been greater.
Since the coronavirus pandemic began:
According to economic experts, transportation and logistics hiring is up 7% in mid-March compared to mid-February! So, how can these retailers continue to meet their demand while hiring at an unprecedented pace?
Here are five methods to help you maintain your brand’s standards and recruit employees quickly.
With social distancing guidelines in place, the usual fast recruitment strategies (job fairs and large events) are off the table. Here are five new ways you can hire large numbers of people while staying six feet apart (or further).
Before COVID-19, the fast-casual restaurant chain Chipotle brought text to apply programs into the mainstream. Almost everyone has access to a mobile device, which makes it easy and accessible to reach them with job openings, application information, and hiring materials in a matter of seconds.
All you have to do is set your business up with a text-enabled number like a short code, or an easy to remember six-digit number. With SimpleTexting you can access a short code for free.
Next, set up a keyword that prospects can text in to access your mobile job application. For example, Chipotle uses the keyword: CHIPJOBS.
Finally, advertise your new mobile application system far and wide letting folks know they can apply right from their phones. On your end, it’s as simple as texting a link via an autoresponder to your online application. The system will practically run itself!
When you’re ready to speak to some candidates, you can even send an interview invitation text message right from our platform.
Your HR department can most likely pull up records from all your past employees (excluding those who were terminated for infractions).
It’s not a bad idea to reach out to that list of folks are share your current situation. There’s a chance they might have been laid off and looking for work, or looking to pick up something part-time. Either way, going through your former employee network behooves you for a few reasons:
There’s a reason the drive-thru for Chick-fil-A during lunch rush rivals even the hottest club in NYC. Not only do they save time, but they’re equally simple and organized for the employees and the customers.
Global grocery store chain Aldi was quick to adopt the drive-thru interview method for their Charlotte, NC locations filling empty parking lots with drive-up application stations where workers can pick up an application, fill it out in their vehicle, and drop it off at the next station where they’ll be processed and receive a decision before they leave the lot!
It’s all the efficacy of a job fair with the speed and sanitation needed during these unusual times.
Similar to the utilization of your past employee network, another great tool is to leverage your current employees. When you’re in a bind and you need workers fast, you may want to offer some type of incentive, such as a bonus or small raise, for every new hire that comes directly from an internal referral.
This is a helpful tactic for a few reasons:
This strategy is also one you can set and forget. Once your staff knows about the program it can continuously run itself for as long as you offer it!
When you’re hiring quickly or from a distance, you may not be able to host traditional face-to-face interviews as you normally would. However, thanks to digital tools such as Zoom, you can simulate a virtual interview experience.
This could take shape a few different ways:
The need to grow your workforce in response to increased demand is not a bad thing—but it is a challenge. At SimpleTexting, we’re excited to be a part of this wave of innovation and all the possibilities it entails.
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