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Alisa Thomas
@alisathom
Get Out Of The Normal
We have to get out of the cocoon of a normal, expected job profile.
There are new opportunities emerging due to the pandemic, at the unlikeliest of places. One may be the right fit for a new kind of industry with a new kind of role.
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Rosalie P.
@rosaliep210
How the new virus is changing the recruiting and hiring process
Looking locally first
Because of social distancing, many companies are pulling back on national or global advertising. They started limiting their geographic search and are now looking locally first.
This could be go...
Adapting the interview process
Face-to-face interviews are not really possible and recommended anymore, and everybody’s been replacing them with their video equivalent.
How a company adapts its interview process can be a preview to its culture: by accommodating different comfort levels, companies aren’t just saying they have a good culture; they’re showing it.
New onboarding process
The onboarding process for newly hired candidates is becoming virtual, too.
You need to offer plenty of resources and information, with scheduled conversations through video. You need to introduce a routine into their lives.
Sebastian
@sebastian_m358
How to Find Out if a Company’s Culture is Right for You
Job searching: Consider the company's culture
When you want to work for a company, its culture might be the most important thing to consider during your search.
Culture refers to an organization's shared beliefs and values
A company's culture: scour the internet for evidence
A company's culture can be found online. Companies will have a mission, vision, and culture statement available online. Job seekers should pay attention to the nuances of language.
- Pay attention to how postings are written. The wording can reveal beliefs and priorities. For example, perks like happy hours may indicate a lack of work-life balance.
- Use a gender bias decoder. Job descriptions that focus on words like competitive, dominant, or leader may lower female candidates' responses.
- Check out job review boards like Glassdoor. Reading anonymous reviews from current and former employees will give you insight.
- Do some digging on social media. Scroll back to times of controversy or uncertainty to see how they reacted to social movements, civil unrest, racism, or public health matters.
Job searching: going beyond the common interview questions
Whether your interview is in-person or virtual, prepare specific questions to get more detailed answers on the culture. For example:
- When someone drops the ball on a project, how does your team handle it?
- When there is a conflict cross-functionally, how do people sort it out?
- When people are working remotely, how does the company ensure there is a sense of community?
Knowing how a company answered specific questions (even if they responded vaguely) will give you a better idea of what to expect if you accept the offer.
Zara M.
@zaram52
This is the way to create an effective crisis response strategy
A long-term response
Global crises are always challenging to navigate. When the time for immediate response passes, we have to dig in for the long haul.
Factors that influence operations going forward will ...
An employee-driven approach
Employees' health and well-being should come first. There may be a perceived choice between productivity and well-being. But, engagement is a natural by-product of well-being.
People are worried about health, job security, their kids' education, life on the other side of the crisis. Micro-managing will not create focus. Tactics like time-tracking software will only compound the problem. Instead, focus on easing their fears. The more distractions we as leaders can clear away, the more effective our people will be.
Guiding principles for a crisis response
- Part of the response is to hold performance and growth check-ins to acknowledge the contribution each employee is making and help them manage their longer-term professional goals.
- Err on the side of overcommunicating. Create a communication plan and be consistent. E.g., a daily email from the heads of each unit, or video messages from the CEO. Share even the bad news, to prevent employees from inventing their own stories to fill the void.
- Keep a tight feedback loop. Know how your employees are coping, how their work is affected, and how they think leadership can help.
- Be mindful of the resources you're consuming. Don't consume additional masks, disinfectants, and other supplies that hospitals need.
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