3 Ways to Prepare Your Company to Hire EHS Candidates After the COVID-19 Pandemic

The global pandemic is rapidly changing the way we work. In just a few months, COVID-19 has significantly impacted the labor market. The unemployment rate in the United States is now in the double digits.

Organizations should be preparing for what business will look like after the pandemic. The EHS hiring process post-pandemic will be quite different than what you may have anticipated at the beginning of the year.

To set your company up to hire successfully during these uncertain times, you will need to consider these important things:

1. Develop remote hiring procedures. In the new normal of social distancing, you’ll need to be prepared to conduct a large part of the hiring process online. Sourcing and interviewing candidates and onboarding new employees can all be carried out virtually. It’s vital to invest in the proper solutions to hire applicants without meeting them in person, including a video communication service to conduct interviews. You might also consider leveraging technologies to support online job fairs and webinars.

As you determine the tools your organization needs, remember that it’s more seamless to utilize technologies that can easily integrate with your current applicant tracking system.

2. Be prepared for an increasing number of job applicants. In 2015, the average number of applicants per open position was 59. That number dropped to 27 in 2019 as a result of decreasing unemployment and the strong economy.

However, 20 million full-time workers globally are expected to lose their jobs during the pandemic. Your organization will likely see a sharp increase in the number of candidates applying for your open positions. You will have to prepare to handle a higher volume of job applicants than you are used to.

It will be critical for your company to use a recruitment solution that will help you manage the candidates while maintaining your hiring standards. You’ll need to be able to screen applicants quickly and reduce the list to a small number of talented candidates you would like to interview. There are recruiting solutions that allow you to automate the manual and repetitive parts of the hiring process, allowing you to have more time to engage with the most qualified applicants.

3. Leverage job assessments. COVD-19 has particularly impacted companies in industries like nonessential retail, leisure and hospitality, and travel, and it will take a long time for them to recover. Workers in these industries will be looking for jobs in new industries.

Just because these candidates don’t have direct experience in your industry, don’t reject them immediately. They may have transferable abilities and skills that could benefit your company. Utilize assessments to help you evaluate these capabilities. Skills, such as customer orientation and problem-solving, are essential in all jobs and industries.

As organizations transition back to the workplace, it’s going to be critical for employers to look ahead at how hiring will change over the next few years. Take the time to prepare your hiring managers for new procedures post-pandemic to hire the most qualified EHS employees for your open positions.


Prepare for the post-pandemic job rush, Barend Raaff, EHSCareers.