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 to job seekers and employers in this particular podcast is probably actually for both, because you’ve got a lot of employers who have been hit with this COVID crisis. I’m talking to you around may of 2020. So we’re just now coming out of this thing. Hopefully, we’re coming out of it at least. And you’ve got employees and employers trying to figure out what in the world’s going on. You know, we had in April, we had 20.4 million people apply for unemployment benefits. So there are a lot of people trying to figure out, all right, what’s happening? What is this going to be like? Am I going to have a job? If you want the top Tulsa Medical Staffing service then please give us a call now for more info.
When’s the market gonna come back? All sorts of uncertainty had have happened, but we don’t really have to look at it like that. That it’s all uncertainty crisis creates unprecedented problems. We got that. It’s very easy to see all the problems, but a big crisis also creates unprecedented opportunities. And so for the employees that are out there, I want to encourage you. There is going to be something really good in the form of an opportunity. Come your way if seek it out. And for employers, sorry, employees, but for employers, there has never, ever been such an unbelievable time to recruit. We really want to help you find the right people for your company today. And that is because just in April 20.4 million people fall for unemployment. I’ve got to think that there are some good people in those 20.4 million people, some really talented people are now available to open to new opportunities. Like they never have been before. And if you want to compare that to the great depression, only 8 million people became unemployed during the, the, uh, during that time period.
So it’s just an unprecedented time. But since February senior executives have increasingly been trying to figure out from hiring managers about how the pandemic in the new presumed recession will affect hiring in 2020. Well, I don’t like to speak a recession because it hasn’t happened yet. We had a really huge hit, I don’t know exactly what’s going to happen, but I’m really not ready to speak recession yet. But the answer is, is that it’s going to vary, um, in any time of economic distress, which we’re in right now, not every industry slows down. In fact, listen, I’ve got a good buddy. Who’s in the it industry. He really shot up. Did really well. Um, another one of my good friends, uh, is, uh, one of the operators slash owners of, uh, three Chick-fil-A’s, I think two or three, and his business has gone up by 30% and they haven’t had one person walk in the store where it’s all through the drive-through with our solid Tulsa Medical Staffing services.
So there are some businesses that are going to see an uptick while other companies are going to lay off. So for, to give, uh, a great contrast because in to let you know that this is very real to me is Trinity saw a 70% decrease in our gross profit during that time. Now we have since bounced and we’re beginning to climb our way up, but that did happen. And it was very, very stressful and concerning. We’re probably going, I’m not even gonna say that we are absolutely going to pull out of this when things when our customers begin to recover because the reason that we had that problem is because our customers were having that problem as well. And so as every prior downturn has shown there’s an opportunity in chaos, and it’s not the, it’s not an unethical top of opportunity. Um, so what we want to talk about here is nine tips for hiring and for retaining your employees during the crisis that we’re going through.
The first thing is, is prioritize hiring needs based on necessity, function, work, arrangement, and location. What, what Trinity had to do is really step back in analyze who was doing what, what was essential for our business, because of what we lost and really step back and go, all right, but where, what do we want to accomplish when we recover? What do we want Trinity to look like? And so we really stepped back and as much of a bad situation as we were in, we wanted to just make the most of the situation that we were in and use it as an opportunity to restructure anything that probably could have used some adjustment. The second thing is, is a project, project Wiki, which functions will no longer be needed and which will have to be adjusted. And as well as what new functions, modern rise in this new economic problem, you know, you want to assess how current staff can be retained and retrained in this new structure.
And, you know, one of the things that, uh, that was very good that came out of this is we were able to take one of our employees who was previously a recruiter and move them into a role that they just really seemed to be flourishing in and really enjoying and being a much greater value, at least to me. It seems like you want to determine what openings exist after evaluating the current state of staff and functions and factor in business, uh, redundancy needs when assessing workflow and staffing, he just sit back and really take a look. The third thing is, is looking for candidates who have worked successfully in virtual environments. One of the things that Trinity figured out during this is that, um, we worked more efficiently in a virtual environment. I don’t because my skill sets are face to face, but from a recruiting standpoint, you can do a lot of interviews over zoom and video type, uh, platforms. And when people were at work, believe it or not, they were much, much more efficient. Mmm.
But all other qualifications being equal, the candidate who’s worked in a remote capacity could probably assimilate faster when, when hiring the fourth thing, when hiring, given an edge to qualified candidates who have made it through multiple layoff rounds, um, this is going to be able to tell you who the company valued the most when you can find out what round and the layoff they went to. It’s not a for sure thing, because sometimes they’re going to eliminate the entire department in the first round. I just had a conversation with an employer today, and they are laying off their entire division here in the Tulsa area, 143 employees. And she was talking about the stages and some departments are going to be eliminated immediately, and some are going to stay to retrain the other branches in the different locations. Um, and that, that’s, that’s going to happen.
Um, fifth thing, identify candidates that have a track record of succeeding, in things that they’ve never done before. Um, unprecedented opportunities come to people who can view it that way can view the crisis as a way to take advantage of it. Or they’re just people who have grit and, you know, players or people that when something isn’t working, they adjust and they figure it out anyway, rather than just sticking to the same thing over and over again. So that’s also an indicator of an, a player, um, six seek out candidates who embrace the idea that there is an ethical opportunity in chaos. People who get excited about this Warren buffet said be, uh, greedy when other people are fearful and be fearful when other people are greedy. That’s kind of a little slant on this, but people who see opportunity in crisis, number seven, evaluate existing onboard onboarding processes and step back and see, are there any processes at all that you can, that you can address and improve and take time for the down take time to create during the downtime? Listen, Trinity is going to be spinning off a new business with new technology in recruiting.