Coronavirus / COVID-19 Articles

  • Photo of man talking on phone and working on laptop

    How to Build and Maintain a Pipeline of Warm Talent When Hiring Has Slowed

    November 5, 2020

    With hiring on pause at many companies, some recruiting teams are focusing on building and maintaining their talent pipelines to ensure they’re not left playing catch-up later. This is especially important for hard-to-fill positions, where pausing pipelining efforts altogether could set teams back months. Many recruiters are also recognizing that they need to...

  • Screenshot of new employees in a video onboarding program

    8 Steps to Creating a Virtual Employee Onboarding Program

    November 3, 2020

    It was a Wednesday early in the pandemic and Kelly Chuck, who spearheads the curriculum for LinkedIn’s onboarding program, had just started noodling some ideas for a possible virtual orientation. Then she was told that LinkedIn was asking its Bay Area workforce to start working from home and she needed to have a virtual program in place for the new hires who...

  • Where Internal Mobility Is Most Common Since COVID-19: Top Countries, Industries, and Jobs

    October 28, 2020

    Rajesh Ahuja’s team typically hires tens of thousands of new employees a year. They were the epitome of an “always on” recruiting team — but for the first time ever, all those hiring efforts came to a screeching halt in the immediate aftermath of the COVID-19 outbreak. Fortunately, recruiting quickly returned to near-normal levels for Infosys, where Rajesh leads...

  • 6 Recruiting Trends That Will Shape 2021

    October 21, 2020

    Recruiting today looks radically different than it did just a year ago. Accelerated by COVID-19 and the movement for racial justice,...

  • How Netflix Adjusted Its Employer Branding to Reflect the...

    September 9, 2020

    Over the past few years, Netflix has built a binge-worthy employer brand from the ground up. Known as WeAreNetflix across Twitter,...

  • I've made it to final round interviews at two companies since I lost my job due to COVID. In both cases, I spent multiple hours on Zoom, crafted and delivered presentations, participated in role plays, and taught myself their software so I could evangelize it in my interviews.  In both cases, I was informed via email that they would not be moving forward. No explanation, no feedback, just "we went another way."  Asking so much of a candidate in preparation of an interview, and then not even picking up the phone to deliver the news is lazy and disrespectful. As a candidate, it's painful under normal circumstances, but especially traumatizing during COVID where we are all feeling insecure, panicked and anxious about our futures.

    In Viral Post, Out-of-Work Recruiter Asks for One Thing

    August 10, 2020

    Recruiter Sophie Symonds has clearly touched a nerve. She wrote a post about losing her job to COVID-19 that has resonated with...