As a corporate recruiter with a decade of experience, I've encountered opportunities in the recruitment landscape during periods of layoffs. Particularly in the niche areas of IT, data science, and media, I've used strategies to attract talent affected by corporate downsizing. Here are the seven steps I follow to successfully target and recruit recently laid-off individuals while ensuring a fair and transparent process:
1. Stay Informed: I set up Google alerts to track news of layoffs at specific companies and keep an eye on industry mergers, acquisitions, and divestitures. This proactive approach allows me to identify potential talent before layoff news breaks and plan strategies for sourcing.
2. Network and Share Information: I connect with HR and recruiting professionals in my industry to share information about actively hiring positions. By creating a collaborative environment, I've been able to receive shared lists of affected employees and gain valuable introductions to potential candidates.
3. Engage with "Open to Work" Posts: Utilizing LinkedIn, I actively engage with individuals posting about their job search. I offer assistance, make relevant introductions, and participate in the community to identify potential candidates who may not show up in standard searches.
4. Be Transparent: I understand the importance of being forthcoming about the companies I'm recruiting for, particularly in addressing the concerns of candidates who have experienced layoffs. By openly discussing the financial standing and long-term plans of the company, I aim to build trust and address any apprehensions.
5. Establish Fit Through Communication: Building rapport with candidates and asking the right questions is essential after a layoff. I ensure that the role aligns with their experience and interests and provide transparent feedback if it isn't a match, always adhering to company policies on giving feedback.
6. Provide Interview Guidance and Support: Understanding that layoffs can impact confidence, I offer support to candidates by providing information about the interview process and help in preparation. This is especially valuable for individuals who may not have interviewed for a while.
7. Ensure Fair Treatment: I advocate for fairness and understanding when considering candidates who have been laid off. I am cautious of negative biases and strive to maintain a consistent and supportive recruitment process for all candidates, ensuring that nobody is unfairly singled out.
Ultimately, recruiting laid-off talent can be mutually beneficial for the individual and the hiring organization. By approaching this process with care and transparency, I aim to provide a positive candidate experience while successfully bringing valuable talent on board.