As many organisations prepare for the next round of challenges that a potential second wave of COVID-19 could pose, be ready to answer to this interview question from candidates.<\/p>\n
We all hope for a recovery from COVID-19 that scales quickly. We\u2019ve made a lot of progress, but uncertainty still remains.<\/p>\n
You\u2019ve probably considered the risks of a potential second or third wave of COVID-19 (and associated lockdowns), and contemplated how this might impact your organisation as a whole. Are you also considering the ways in which another wave would impact your approach to recruitment and talent management?<\/p>\n
Many candidates are considering how a potential second wave could impact them. As such, there\u2019s a new question that\u2019s leaving some hiring managers stumped: \u201cIf I\u2019m the last hired, will I be the first fired?\u201d<\/p>\n
\u201cIf the market takes a turn for the worse, what will your business\u2019s approach be?\u201d<\/p>\n
\u201cIs downsizing a concern, and if so, will it be the newest people be asked to leave first?\u201d<\/p>\n
\u201cIf I\u2019m the last hired, will I be the first fired?\u201d
\nIf you or your hiring managers are asked this question by candidates in interviews, will you know what to say?<\/p>\n
Here\u2019s how candidate behaviour is being impacted by the challenges a potential second wave could pose, and recommendations for how to answer that tricky interview question, should you come across it.<\/p>\n
Impact of a potential second wave on candidate behaviour
\nOfficial unemployment numbers aren\u2019t what they appear to be. Economists think the official unemployment rate rose again last month, from 7.1 per cent to around 7.6 per cent. Why? Because the Government\u2019s JobKeeper payments have been keeping hundreds of thousands of workers \u201cattached\u201d to their workplaces through the COVID-19 lockdown, and those workers have still been considered employed even if they haven\u2019t been working any hours. This makes interpreting unemployment data difficult.<\/p>\n
According to the ABS, if we included the number of people who are still considered officially employed but who have been working zero hours (because they\u2019ve had no work or they\u2019ve been \u201cstood down\u201d), the official unemployment rate would be much higher.<\/p>\n
Even though JobKeeper is keeping people attached to their workplace, some organisations report they haven\u2019t experienced a shortage of candidates. Application rates are role and industry-specific, with some organisations reporting they\u2019re still struggling to attract the right talent and others stating they\u2019re being inundated with applications. With respect to talent scarcity, some candidates could be simply waiting it out. For every candidate that decides to apply for a role, there may be more who don\u2019t bother applying because they don\u2019t think it\u2019s a good time to start a position.<\/p>\n
No matter your situation, if you\u2019re recruiting, candidates are eager for transparency. In our latest Candidate Experience Survey, we asked candidates what factors are important to them when applying for roles. They\u2019re responses reflect this sentiment:<\/p>\n
\u201cOngoing stability.\u201d
\n\u201cOrganisation transparency.\u201d
\n\u201cJob security.\u201d
\n\u201cFairness, equity and professionalism.\u201d
\n\u201cStable company.\u201d
\n\u201cAuthenticity of the company.\u201d
\n\u201cHonesty.\u201d
\n\u201cHow I\u2019m valued.\u201d
\n\u201cA company caring for people during crisis and not letting staff down.\u201d
\n\u201cCommunication.\u201d
\nIn the survey, \u201cHow an organisation treated staff during COVID-19\u201d and \u201cInformation regarding an organisation\u2019s response to COVID-19\u201d were top-scoring categories that influence candidates\u2019 decision making when applying for roles.<\/p>\n
Employer branding insights report 2020, Scout Talent Group
\nWant more employer branding insights? Download our free Employer Branding Insights Report 2020 here.<\/p>\n
What job board data is saying
\nAccording to the latest data from Seek, year-on-year demand for jobseekers has decreased across industries.<\/p>\n
Seek job board data – year-on-year demand for jobseekers
\nSeek job board data reveals year-on-year demand for jobseekers has decreased across industries<\/p>\n
Seek data tells a story of industries recovering from low recruitment rates in April 2020, although some appear to be recovering more quickly than others.<\/p>\n
Seek industry job board data
\nSeek industry job board data<\/p>\n
In examining trends between jobs and applicants through data from Indeed, both jobs advertised and application rates were at an all-time low in April 2020. This has since improved, with both roles advertised and application rates picking up again in July 2020. While these rates have not returned to the same levels as they were in 2019, it does reflect positive improvements in public sentiment from both employers and candidates.<\/p>\n
Job boad data trends – November 2019 – July 2020
\nJob board data trends \u2013 November 2019 \u2013 July 2020<\/p>\n
July 2020 job board data
\nJuly 2020 job board data<\/p>\n
The best way to answer that tricky interview question
\nSo what does all this mean for attraction and candidate shortlisting & selection? Candidates care more now about the way organisations will support them. While it appears that things are improving with increasing numbers of job posts and applications, nothing is 100% certain.<\/p>\n
If you\u2019re recruiting and a candidate asks the question: \u201cIf I\u2019m the last hired, will I be the first to be let go?\u201d, it\u2019s important to have a response prepared.<\/p>\n
It turns out: there\u2019s no single answer that will apply to all organisations. Your answer will depend on your business strategy.<\/p>\n
In thinking about the best way to communicate your business strategy to candidates, should employers be proactive in addressing this question, or wait for candidates to ask?<\/p>\n
Andrea Davey, CEO for Scout Talent Group recommends, \u201cIt\u2019s good to be on the front foot. Have your answer prepared and be ready to broach the subject in Zoom and face-to-face interviews. It\u2019s a difficult topic to navigate and explain in writing via a job ad, whereas in a conversation you have a better opportunity to explain your organisation\u2019s position.\u201d<\/p>\n
\u201cPersonally, our organisation is lucky to be in a strong position where we can tell candidates that\u2019s not something they have to be concerned about. Our assessments are based on performance and we help our new team members to reach their goals. I think it\u2019s a good way to ensure candidates feel more comfortable and know that we\u2019re here to support them.\u201d<\/p>\n
Being able to answer this question honestly and confidently will inspire trust in your candidates and strengthen your employer brand.<\/p>\n
Want more employer branding insights? Download our free Employer Branding Insights Report 2020 here. <\/p>\n
If you\u2019re looking to get support or advice with your employer brand and recruitment strategy book a no-obligation chat with a Scout Talent recruitment specialist. Contact the Scout Talent team on 1300 366 573 or at info@scouttalent.com.au.<\/p>","protected":false},"excerpt":{"rendered":"
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