As the coronavirus impact sweeps across the nation with outstanding force, the US job market is facing a declination devastating to businesses and job searchers. A mere month after the US witnessed the lowest unemployment rates in decades, the coronavirus pandemic has left companies scrambling to confront downsizing and the uncertainty of their future.

As the effects of the coronavirus continue to arise, many companies are faced with the difficult decision of whether or not hiring processes should be suspended for the foreseeable future.

Companies such as Delta and United Airlines have implemented a near four-month hiring freeze following catastrophic decreases in revenue throughout the past three weeks. Meanwhile, corporations such as Google, Amazon, and Facebook who have remained profitable and unhindered by the outbreak are facing these effects head-on. These tech giants have recently announced bans to on-site interviews and have implemented a transition to online interviewing processes indefinitely.

While the uncertainty associated with the coronavirus may seem enough reason to halt hiring processes, this time of precariousness may represent an opportunity for interview innovation and progress amidst disorder. Here are three reasons why you should refrain from suspending hiring processes during the coronavirus pandemic.

Candidate Availability

As businesses are experiencing skyrocketed increases in downsizing, the number of qualified candidates reinstating their job searches is facing an all-time high. A recent NPR poll shared that nearly 1 in 5 households have already experienced a layoff or a reduction in work hours. With greater numbers of candidates competing for positions throughout the US, candidate availability is a key motivation to continue hiring processes and select applicants from an ever-widening pool previously unthinkable with shallow unemployment rates.

Limited Competition

Although suspended hiring can have long-term negative effects on businesses worldwide, hundreds of companies are continuing to risk these consequences by halting hiring. This disparity is creating an environment of limited competition for attracting top candidates and opens the door to a strategic opportunity to improve teams or leadership within your company.

Technological Capability

Due to the vast increase of technological capability throughout the past decade, the ability to perform hiring practices remotely is an option available to all hiring teams during a time when video and phone interviewing may be preferable by candidates to in-person meetings.

Improper video interview preparation can demonstrate a lack of professionalism, communication skills, and technological ability. However, careful provision can allow for a much more convenient and health-preserving hiring process. These five brief tips can ensure successful video interview conduction.

1. Prepare specific questions purposed to determine the candidate’s professional and behavioral fit.
2. Perform a test call to ensure the capabilities of your webcam laptop, and microphone.
3. Verify that you have access to the candidate’s phone number should your method of video-conferencing fail.
4. Carefully select your interviewing environment to ensure minimal visible or audible distractions.
5. Record the interview to ensure you will later be able to review and take notes on the candidate’s performance. Popular video interview recording softwares include Zoom and VidCruiter.

As the uncertainty of the Coronavirus pandemic continues to halt hiring practices across the US, this represents an opportunity to surpass competition and reach highly-motivated and qualified candidates eager to begin new careers. How can the recruiters at ThinkingAhead Executive Search help you today?