All businesses have been diligently responding in the face of adversity by making decisions based on their specific and unique situation since the current global crisis has rolled into Myanmar. It’s still important for employers to safeguard their companies and to ensure their people feel supported, connected, engaged, and committed to their mission while developing a Business Continuity Plan (BCP) for combating the change in economic environment.
Employer branding is not wholly about recruitment and retention; it’s also about engagement with both new and potential employees. Whether companies will make it through during economically turbulent times depends partially on the levels of engagement it maintains. Maintaining strong employer branding is definitely one of the things which can support that engagement to help companies weather the storm.
Therefore, we have compiled a few tips and practices that we think could help our customers forge ahead:
1. Activate Clear Strategies
As the business environment has been changing, we should reconsider which is the most effective approach for our organization to run its operations. Companies need to closely monitor staff and clients’ questions and concerns, provide input in guidelines to be implemented, and modify policies, controls, and practices that address emergencies and streamline productivity. Focusing on short, easily understood, and quick messaging is one way a lot of successful companies tend to take their messaging when facing challenges.
In regards to the current unprecedented economic crisis, effective and clear strategies are essential to managing a remote and productive workforce. By addressing rules for the safety and health at the workplace, activating a contact plan such as a Communication Phone Tree for emergency communications, as well as creating and sharing a quick guide which should encourage health and well-being, work engagement, boundaries, and the rhythm and pace of remote work, supervisors and employees alike will understand their business’s best practices for working remotely.
2. Make Consistent Communication
In the absence of credible and timely information, rumors tend to cause confusion and erode business culture, as well as fuel fear and undermine crisis control efforts. We need to use our employer brand to amplify organizational messages and actions while keeping everyone committed to the same goals.
It is needed to develop a clear communication plan to share key information with prospective talent, as well as current employees and customers. Take a thoughtful approach – decide who needs to be informed of what and when. Value brevity and efficiency over long and unwieldy. Candidates are too hesitating to make a career move in turbulent times with the amount of uncertainty in the market. We can gain a competitive edge by engaging them first and being steady in our level of communication.
3. Speak to Talents in Your Pipeline
The effects on hiring and talent can often be de-prioritized while organizations are paying attention on other immediate impacts due to a crisis like sale forces, products, etc. The number one compliant most candidates have about employers is the “black hole” – the experience of sending in an application only to receive no return response. Think about how we could assist all of our prospective candidates who are undoubtedly going through the same rough patch that we are. When things stabilize, they are going to want to work for a company who treats them with respect and dignity in difficult times.
The Employer Brand Industry Survey about Crisis 2020 by exaqueo has revealed that the majority of companies have updated candidate communications about their current hiring, even if it is not the most rosy of outlooks. So, it should be considered to communicate any hiring changes with transparency. If we are still hiring, or utilizing our talent network, let candidates know that response times are going to be affected because of current working conditions, and/or they will be considered for future roles if there is not a current opening. It may be difficult to respond to every applicant, but by doing so, we can demonstrate that we value the time and effort they took to reach out to us, while keeping the candidate pool engaged for when hiring grows. There is one thing to remember is that candidates will share their experiences with others, and the importance of our reputation reflecting a caring, supportive, empathetic attitude goes a long way.
Read more about >>> Designing a Proactive Recruitment Plan for Unpredictable Environments
Moreover, building an employer brand is a constant, consistent, and time-consuming process, which takes time and coherence to generate meaningful results. If someone completely ignores their employer branding when the labor market is reshaping due to a current crisis, they may have to resort to building it up again from a lower level later on. Collaborate and take care of our talent as we weather the storm together, and keep a keen eye on employer brand while candidates more and more might be in line for a shift in jobs.
If you want your employer brand to stay ahead during the COVID-19 situation, JobNet Myanmar is here to help. Please reach out us on sales@jobnet.com.mm or 099544591 (77-79).