As companies scrambled to conserve cash at the onset of this pandemic, the first cuts to preserve cash included reducing staff and compensation. This reduction of contractors, consultants, and employees was essential to surviving the initial market downturn, but the economy is beginning to bounce back. Companies are now looking to refill these vacated positions, but when--and how--should they approach this process?
Kent Cornell, a Partner in our Missouri region, broke down the essential considerations and practices for companies who may have cut too deep or lost talent in essential areas. "As part of that [hiring] process, managers should rank openings based on potential economic and strategic impact," he wrote, "Careful consideration should be given to starting (or re-starting) the search for those roles at the top of the list."
Other top suggestions included keeping hiring momentum going, integrating technology into the interview screening process, and being prepared to move forward with the hiring process once a candidate is located.
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