Hiring for executive positions during a global pandemic brings with it a mixed set of issues.
On one hand, the uncertainties of a stagnant economy combined with unpredictable manifestations of the viral spread of COVID-19 make finding new leadership for your organization a significant challenge.
At the same time, however, that same instability across the larger economy, along with significant job losses and furloughs, has widened a pool of uniquely positioned candidates for roles in organizations that need help. These obvious contrasts are buttressed by tracking data that helps tell the story of the current and near-term future of employment in the United States.
These obvious contrasts are buttressed by tracking data that helps tell the story of the current and near-term future of employment in the United States.
The Society for Human Resources Management recently conducted a survey of human resources professionals that found 40 percent of employers have had to shut down certain aspects of their businesses, while 83 percent have adjusted their business practices.
The study involving more than 2,200 respondents also found that 71 percent of employers said they are struggling to adjust to remote work, while 65 percent said that maintaining employee morale has been a challenge. These types of sobering trends presents unique challenges when confronted with needing to change leadership within organizations.
Consultants like us at OVP Management Consulting Group are leaning into the fluctuating employment market by helping our clients retool as well as expanding our stable of exceptionally talented professionals for a number of leadership positions our clients have. A constant across for-profit and nonprofit segments alike is that all organizations are eager to shore up their leadership teams, in order to confront the uncertain future in their respective areas.
To ensure we are providing clients with the best options, we are actively seeking talent in a number of consultancy best practices, to support client organizations. Specific disciplines that we seeking to augment our staffing include:
Refocusing all of the leadership priorities and update job descriptions to reflect specific skills necessary for successful candidates to succeed during crisis periods
Leveraging informal national networks to widen the pool of potential candidates, beyond a normal geographic footprint or the “usual suspects”
Conducting rigorous pre-screening interviews by video conference to get an early start on evaluating the behavioral aspects of a candidate’s personality and situational awareness
Guiding client expectations regarding the filling of leadership positions in a reasonable time period Insisting on successful candidates having the most advanced remote communications equipment they can get to ensure seamless communication during critical times
Each of these practices gives consultants working with OVP Group an opportunity to demonstrate their long-term value to a client, by demonstrating an understanding of the nuanced nature of hiring during uncertain economic times.
When combining these advisory services with rigorous tracking and evaluation scorecards, we enhance the kinds of leaders our clients attract and retain, thus improving their organizations’ fortunes - even in the midst of a pandemic.
Alejandro Bodipo-Memba is the Founder & CEO of OVP and can be reached at Alejandro@ovpmanagementconsulting.com.
