At the beginning of 2020, companies have switched to remote working as one of the many ways to fight the coronavirus pandemic. This shift will also have a secondary benefit by reducing their cost exposure via cutting down on overhead which may be a result of any more unpredictable economic turbulence than companies are and will continue to deal with; as well as proactively caring for the health of employers. It’s true that economists are predicting a downturn with all of the unknowns left unanswered, but employment market experts say it is more important than ever to retain relations with candidates. With a bevy of new talent soon flooding the market, many JobSeekers will be more than willing to fill your vacant positions, both now as when the adverse conditions we are facing slows down.
As a recruiter, we must engage in continuous candidate relationship management to prepare for the undetermined future. A Candidate Relationship Management (CRM) system is a process which helps log and define the candidate experience – the overall interaction a potential new employee has with an employer during the entire recruitment cycle. A CRM helps create and build a talent pipeline that recruiters can use for hiring, now and in the future. By logging on to JobNet’s Talent CRM Database Software, our customers can experience a centralized database system comprised of three main indexes:
1) My CRM Database – is a database owned by your company composed of external imported CVs, CVs of applicants who applied for your job openings on JobNet, JobSeekers a company met via Digital CV ID scan at a career fair or other in-person event, and CVs bought from JobNet Database. These candidates in the My CRM Database are live, and any changes that happen in the candidate’s profile will immediately be reflected in their portfolio.
2) JobNet Database – is a place where you can find more than 500,000 CVs of local and international professionals and talents that are looking for jobs through JobNet. By searching for specific experience or keyworks, clients can discover candidates with the exact skills needed for open and upcoming roles.
3) Imported CVs – is a place where you can find your own imported CVs from candidates; with privacy tools meaning they will not go anywhere and will never be lost. JobNet’s propriety parsing tool allows for paper or digitally received CVs to be catalogued in a searchable manner.
1. Prioritize Maintaining a Solid Employer Brand
Employer Brand is essential for attracting talents needed for our businesses, and more eyes than ever will be around scouting the story which brands are telling. Unless an employer has a well-established brand that is sought after by candidates, the one does not have the luxury of letting the employer brand take a break when hiring goals are reduced; in fact they would be well advised to do the opposite. Rather than retreating to reactive recruiting approaches in times of uncertainty, it’s important to continue prioritizing proactive approaches to the employer brand and put the best foot forward in times of crisis.
Employer Brands on JobNet are seen by over 500,000+ Myanmar professionals anywhere at any time. Successful brands can promote and let talents know why they should join our companies with photos, videos, and employee testimonials on the Homepage as well as their Premium Company Profiles of JobNet. Special placement is available for companies looking to make a splash in their industry of choice if so desired to truly stand out.
2. Avoid from being seemed to freeze in important situation.
Market volatility often pushes employees to assess their own employer and determine if it is actually a company they want to work for. Not having an employer brand when job seekers are looking for employment will put you at risk for losing top candidates, and maybe even our current employees. Times of uncertainty bring out what people are really made of, and employees can see if their company is up to the task.
In fact, during the final quarter of 2019, monthly job applications on JobNet.com.mm were over 120,000+. Therefore, the best way to retain our potential and current candidates is by letting them know a company is not grinding to a halt, especially by posting hot jobs of individual businesses which still need to be filled. Consequently, new and updated CVs will come to our own database daily as more and more people become active JobSeekers, and they all will be looking for companies who will make it through this unsure period.
3. Continue building talent pipeline
After setting a strong base of employer branding, we can start to build our own talent pipeline by intensively managing the information of candidates,. Regardless of your company’s current hiring needs or the state of the employment market, it’s important to continuously attract candidates and build your talent pipeline; so when new roles open up, you can fill them quicker. A rich and full database helps a company save on costs, time, and productivity when it is time to hire.
On JobNet Talent CRM Database, we can save, store, import, and manage all of our CVs from JobNet as well as any sources easily in one private central location. There is no more simple and easy way to do this in Myanmar!
To recap, no matter what the employment market looks like at current, we should constantly be evolving our strategic workforce plan to account for changes (seen and unseen) throughout the year. While such changes may include budget reallocations or cutting open roles, it is critical for HR leaders to maintain the employer brands of their organizations and to continue building their talent pipeline to get ready for when situations come back to normal, or hiring starts to pick up again.