The circumstances of COVID-19 continue to evolve to all our detriment. Sadly, the level of infection in North America will likely get much worse before it gets better. As dire as things seem though, this too shall pass. Circumstances will get better. And while the economic impact could be severe, it will likely be short-lived.

In times like this, it’s important to look forward. Businesses need to continue planning, hiring, selling and servicing their clients – even if it’s at a reduced pace for a few months. Companies that act positively and proactively in managing through this crisis will accelerate exponentially on the other side.

Toronto recruitment agency's tips on hiring during the COVID-19 outbreak

Here are our Toronto recruiter’s tips on how to continue winning the talent game in the age of COVID-19:

1. Get ahead of curve on messaging:

Market-leading organizations are already communicating their response plans for customers and employees – few are communicating their plans regarding their current hiring! Taking a leadership position on your message and actions will position your company positively and this confidence will be attractive to top talent in the marketplace – both now and after this crisis passes.

2. Slow down – don’t stop:

Delay your hiring if needed or slow down your process, but don’t stop. Dropping into inaction will only disadvantage your company’s long-term growth trajectory. Smart companies know that this storm will pass and keep recruiting and interviewing top talent throughout. They may defer pulling the trigger on key hires until they have better visibility on the economic impacts of this crisis, but when they’re ready to hire they’ll have a great ‘bench’ to draw from.

3. Keep communicating:

Be authentic, be optimistic – and keep communicating. In times of anxiety people (including prospective hires) want to be communicated to MORE not less. Most organizations already don’t communicate with their teams and prospective candidates enough. Now you need to do it even more!  Candidates want to know what’s going on (and if you’re still interested in them). Don’t be afraid to say that you need to slow down the process or defer their hiring – they’ll respect you that much more for it.

4. Leverage technology:

Immediately move all interviews to video (Zoom, Microsoft Teams, Google Hangouts, Skype, etc.) – and communicate your reason for doing so! Open up alternate communication channels as well – offering real-time chat or online status tools allows candidates to know how you are proceeding and where they rank in your process. Show prospective candidates that you care about them as people – it will serve to your benefit in the long-run.

5. Enhance remote work:

Develop the culture, tools, and policies to enhance remote work (and recruiting) to win the long-term talent game (both retention and attraction!). If you haven’t adopted or clarified your remote working policies yet – this is the time. It will also make your organization more attractive to the top talent candidates you want to hire!


I PARTNERS is an Executive Search & Recruitment firm supporting clients across the country. We help companies hire better, hire less & retain more. We have specialist teams of recruiters in Executive Search / Board & C-Suite, Technology, Media, Digital & Marketing, Accounting & Finance, Financial Services & Insurance, Cannabis, Startup, Data Science, Consumer, eCommerce & Retail, Operations & HR, Manufacturing, Supply Chain & Engineering, Legal & Professional Services, Pharmaceutical & Life Sciences, Non-Profit & Sustainability, and Sales. IQ PARTNERS has its head office in Toronto and operates internationally via Aravati Global Search Network. Click here to view current job openings and to register with us.

Bruce Powell Executive Search

Bruce Powell

Bruce co-founded IQ PARTNERS in 2001 and currently operates as Managing Partner. His personal background includes hands-on management experience in sales, marketing and marketing services. He has built management teams for a wide variety of marketing, communications, media and technology companies. He has also participated in several M&A transactions for service-based companies and is frequently called upon as a resource in the planning and negotiation of such deals.

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