Posted on: 30 June 2020

Safely recruiting new employees into your business

Like most other aspects of running a business, it is likely that during the COVID-19 pandemic you will have put your recruitment process on hold.

As lockdown measures for the Coronavirus pandemic begin ease, if you’re considering starting to recruit new staff into your business, take a look at this guide on how you can re-start recruitment to bring new talent into your business.

How to advertise your vacancies

You will need to think about how you are going to engage with job seekers especially as Coronavirus may still be a threat in the UK. Social distancing measures have changed the way that we interact with each other, so you will need to think about how you will select your new recruit and address any concerns they may have at a time of high uncertainty.

Look for talent online

If you haven’t already, set up a LinkedIn account for your business. This will allow you to search for professionals in your industry who may be looking for work and gives you a chance to get a feel for their character by how they portray themselves online. Facebook also offers a job search function so that you can post about new positions at your business.

You could also use job search websites, such as Indeed, that have a free option to help you find recruits, or Monster, who offer a recruitment service for a price.

Add job vacancies to your website

By using your website to host your job vacancies, you will be allowing visitors to find out more about your business whilst they are searching for a new job.

Being the right fit for a business is just as important as being suited to a role, so by advertising vacancies on your website, a job seeker can see the kind of work that you do to see if they are suitable.

Use a recruiter

Recruitment businesses have been largely unaffected by Coronavirus because of their capacity to enable recruitment staff to work remotely from home.

If you are anxious about going through a recruitment process, either through lack of experience in recruiting or worried about Coronavirus, a recruitment agency may be able to help with many aspects of the recruitment process from applicant recruitment to pre-screening candidates for your roles.

The interviewing process

Normally, interviewing a candidate for a job role would be a simple process of inviting a candidate to your business’ premises and conducting an interview. However, traditional ways of working have been complicated by the COVID-19 pandemic.

Phone call interview         

Phone call interviews aren’t necessarily a new concept but are likely to be common for job roles that require the use of a telephone, so that an employer can get an idea of how a candidate will sound over the phone. However, because of the Coronavirus pandemic, this is one of the safest methods of being able to contact someone for an interview.

A telephone interview can be conducted in the same way that a regular interview can, simply by asking role relevant questions to the candidate, they can be less time consuming and more convenient for both parties as there is no travel involved.

Video call interview

Video call interviews are fast becoming a popular method to conduct interviews, especially following technological advances, such as Skype, and more recently Zoom. Most people have access to a smartphone these days, so a video interview can be fairly easy to arrange, and a great way to interview a candidate whilst Coronavirus is still a threat.

Regular interview

You could still interview a candidate at your business premises as long as you follow strict government advice on welcoming people into your premises.

Any visitors to the premises should be recorded, taking down their name, contact number and address in the event they need to be contacted as part of the track and trace scheme.

Candidates should also be offered hand sanitiser on arrival, and if available PPE such as a face mask and gloves. If you don’t have spare PPE, encourage them to bring their own. Candidates should also be offered hand sanitiser following the interview.

Throughout the whole interview process, a 2-metre distance should be kept and you should open doors for the candidate so that they don’t have to touch any frequently touched surfaces. Once the candidate has left, thoroughly clean any surfaces that they may have touched or come into contact with.

Consider the other methods of interviewing described above before inviting candidates to your business, as these other types of interviews are less likely to cause the spread of COVID-19.

Proficiency test

Some roles might need an element of work-based competence in Maths or English which you will still need to check with your candidate. Before the COVID-19 pandemic, these tests could have been carried out during the interview, but now that social interactions are limited, you may have to think of a different approach.

You can check certain skills that only require short answers by using online survey tools, such as Survey Monkey. If you need your candidate to check over word documents or spreadsheets, consider using Google Docs with is easy to set up and free to use. Google Docs can be shared and edited on many devices.

Business insurance with Premierline

It’s important to make sure that you have the right insurance in place to protect the business that you have built.

Every business is different and has its own business insurance needs. We work with some of the UK’s most well-known insurers to make sure that you are getting the right insurance cover for your business. If you are looking for further COVID-19 business insight, take a look at our Coronavirus Information Page.

Source: Zywave inc. – Risk Insights: Recruiting Post-Coronavirus

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