As and we adopt new approaches to business, employment, and customer interactions, we also need to refocus and adapt recruiting practices. Here are 5 tips to balance company needs and the candidate experience going forward.
This is part 4 of our series Returning to Work. We talk about the interconnectedness of all areas of HR and talent management and the implications for learning and development in our post-pandemic work environment.
In part two of our series Returning to Work, we talk about considerations leaders and owners should make at the door, at the desk, and in gathering areas related to social distancing, cleaning, scheduling, events, meetings, and more.
The first in our series, we follow Maslow's Hierarchy of Needs to discuss the physiological, safety, and social needs to consider when you plan to reopen and have employees return to work following the pandemic.
Deep End Talent Strategies (DETS) offers outplacement services for employees who have experienced job loss for economic or other reasons. This is employer-paid as part of a severance package and can last for a few weeks up to six months.
As business leaders, we always try to plan and prepare for unknown situations. Today, we are long past preparation and are in full adaptability mode. We’re setting strategic plans aside to figure out how to stay in business and take care of our people.
This will end, we don’t know when or how, but social distancing will end, and life will begin to resume. How you treated your employees during this time will transcend the crisis.