You are listening to Trinity employment’s, a player matchmaker podcast starring your host and the cofounder of Trinity employment specialists, Cory Minter. Hello and welcome back to the A-player matchmakers where we’re always trying to find different ways to add value
job seekers and employers. The title of this podcast is hiring in a time of crisis and this is just, I don’t know that I would want to call it a crisis anymore. It is for a lot of people. Maybe it is for us, but I still don’t like even referring to it that way. It’s a, it’s a different kind of mindset when you think about hiring in a crisis. But, it’s hiring in the most unusual time that any of us have probably ever faced. And you know that the reality of it is, is when you’re looking at hiring when so many companies, the reality is is that this is happening all around us. You know, recruiters are reaching out to prospects, you know, um, or some organizations are furloughing or laying people off. Those that are being furloughed. The employees are trying to figure out, should I stay with this company or not?
It’s just a crazy weird time, you know, but there’s just going to be so much stress on different people and some of it rightfully so in some of it is going to be unnecessary stress. Um, and I think it’s just so important to think about, you know, the basis of trying to have the right kind of mindset. I remember I was, uh, I went to Washington DC and I spent a lot of time around a guy named Lee Cockerel and he had just resigned as the vice president of operations for Walt Disney world, and he was going to be doing a presentation with me. It was supposed to be at the white house, which would have been super, super cool. Um, but president Obama at the time had decided to do a surprise visit over in Afghanistan to go see the troops. And so apparently when a president leaves to go anywhere, a big chunk of his cabinet goes with him.
And in our case, it was, uh, one of the main, the secretary of commerce. And we did not get to meet with him in the white house. That would have been super, super cool. But I spent a lot of time around Lee because we had some downtime now. After all, we weren’t going to be spending so much time doing what we were there to do. And we, I just had a great opportunity to ask him a lot of questions trying to figure out, you know, what’s the best way to approach business, best business advice, blah blah, blah. Just asked him all sorts of questions trying to make him this a mentoring top moment. And this was the number one thing that he said that I, I just, it seemed to stick with me and it was, your mindset is important. So you need to do as the movie says, he told me, he said, you just gotta let it go.
Mindset is all about framing. And so how you think about an approach, the process of your openness to adaptation, you know, and change, you know, that last bit about change, you know, it might not even matter right now because you don’t have any choice. And so having the right kind of mindset and just letting it go, especially some of the smaller things that you and, or maybe it’s a big thing, but you have no, you have no control over it. Well, it’s, it’s a great idea to go into this mindset, um, because the way that you go in your perspective can change your circumstances a lot. And I think it’s just so important to have the right mindset. But the first thing is you need to accept that the situation could go on for a little while. Hiring managers may be inclined to delay a lot of interviews because they just want to wait and wait for it all to blow over in that what we’re all trying to do, let’s wait, let this thing take off and get out of here.
But at this point though, um, it’s going to be at least a few weeks, you know, um, and it’s time to have, it might be time to have conversations that this thing may go on a little bit longer and uh, putting forth some type of action plan, whether it’s to sit back and wait for it or to get aggressive with it. Number two, you’re going to have to over-communicate, schedule more meetings with hiring managers, doing more prep conversations, and follow-ups with your candidates. You know, everyone’s trying to figure this out and you know, even though some things may seem obvious, it may not be completely clear. And so really just over-communicating and um, being very honest as well is, is important. Uh, number three, the old school mentality about having to look like a dude right in the face and shake his hand isn’t going to be a reality in a lot of situations.
This is very tough for me because that is one of the things that I Excel at. I do not Excel as well. Uh, having meetings through zoom or whatever platform you’re using, but recruiters need to be thinking about the same thing. Um, you’ve got, you’re going to be meeting candidates via screen and a lot of times, uh, with hiring for Trinity, especially just being in front, just me being there, um, and being personally present is important. Um, the, the next thing here is to see the disruption as a possibility for an opportunity. Chances are you’ve been wanting to make some changes, uh, in your hiring process, uh, for some time now. Um, and now you’ve got it. Now’s the time. Take advantage of this. And, uh, just step back, take a look and see where would I like for this company to go?
Where would I like to see it in the next three to five years and begin to make some changes, you know, um, you know, you need to also sit back and ask yourself, do I know exactly what I’m doing? Do you know? Um, and, and so there are some simple things that people might want to consider. You don’t want to assume that everyone knows how to navigate video calls or even conference calls. So, you know, one of the things that we do here is just having a step by step process for it and um, troubleshooting ideas. Um, also, if you’re a candidate and you’re listening to this now, um, or if you’re a or if you’re, uh, if you are working using the zoom, I will tell you, I make sure that I get on at least 10 or 15 minutes in advance to work out any weird kink you would not believe how many weird kinks I’ve had to stupid zoom meetings.
I don’t lock, I’m sorry about my attitude. I just talked about attitude. I just don’t like them at all. And so trying to figure out the best way to make it work for you. And for me, just to be honest with you, I don’t want the stress right beforehand. Trying to scrounge around and frantically figure out a way to make it work. I would much rather start about 15 minutes early and if I don’t, if it’s not working properly, it gives us enough time to get in there and, and get it fixed. Um, rethink who should be participating in the hiring process. Um, you know, partner with your hiring managers and do, uh, a very candid assessment of the people who will be interviewing candidates. You know, do they understand the interviewing process? Can they, can they truly evaluate the candidate? And if they’re, if they can’t, well, don’t have them in the call.
Um, do they rely too much on a feeling quote, quote, uh, to make a call versus um, facts and figures, those things go together? Um, the, the last thing here in this, in this set is to train people on the new process, on doing interviews through zoom and doing, doing them through video. Listen, we have noticed that it is very accurate, but there are some inaccuracies. You, you’ve got to keep in mind, we’re, we’re staffing firms, so you have a smell, you have, you can’t see how the person has dressed and presented themselves. And so we’ve had some mishaps in sending people over to an interview that, uh, we didn’t, we didn’t get a chance to see because of our [inaudible] practices. Um, things that you need to begin to look at for recruiting are AI and automation. You need to think about how they’re going to impact the future of recruiting.
I know that we have begun to create our own AI software, um, to automate a big part of our recruiting process. That was something that we did during Covin. Um, you’re not always going to need to know what kind of tools you need. Sometimes you just need to try something new and see what happens and adapt right now is a great time to sit back and see is what we were doing. Was it working? Use the tools that you have in new ways. Rethink how it is that you’re doing things and use this time. You can explore your options. You know, I’ve, I’ve, uh, I’ve heard of a lot of people asking about a noun verification for virtual onboarding. Um, we got our entire onboarding process virtually now and we can get it down very, very quickly. We can bring someone on that.
That part has helped us. Um, remember not every tool is a technology only. You know, there, there are a lot of articles, um, expounding on the glories of interviewing but not that doesn’t work for everyone and not every company should go that route and you might want to look at um, the right process for you. But the thing is, is just taking time to sit back and understand what’s best for your company and, and, and making, taking action on that and not being, not being concerned to make some changes during this period. We’ve made a lot of changes over here at Trinity. Um, I think a lot of them have been good time will tell, but you know, one of them I think that is going to be very good is we’re going to be letting a lot of people work from home. I would have never said that before this, but we are now and so there, there are going to be some changes. I think that they are going to be good. If Trinity can help you in your recruiting process in trying to get a player in a time where there are 30 million people who have filed for unemployment benefits, we would love to be a great resource for you. Please give us a call at nineoneeightsixtwotwotwofiveeighteight or you can visit us online at trinityemployment.com.