Considerations for Staffing Companies When Recruiting During COVID-19
It is clear that COVID-19 has impacted the way we interact and do business in all industries. The staffing industry in particular has taken a hit as a result of the uncertainty surrounding COVID-19.
Over the last few months, new Federal and State legislation has been brought in to combat the COVID-19 crisis which has a significant impact on employers, recruitment agencies, and employees. For a deeper dive into the legislation updates, please check out our COVID-19 updates resource here.
Despite the impact of COVID-19 many companies are still hiring, with contract work actually growing in popularity. If you are one of the staffing companies still recruiting in the midst of the pandemic, it is important to consider the following when recruiting during this period and beyond.
Considerations for your client
Is their business considered to be essential or non-essential as defined by local government?
If the worker is essential this means they will most likely still be expected to report to work at the office or worksite location, unless they are able to work from home.
If the worker is non-essential, it’s likely they’ll be restricted by the local government from reporting to a work/office site. If hired, these workers would need to begin their employment working from home.
Is it possible for the work to be completed remotely?
If your client is hiring during COVID-19, you should confirm whether a worker is deemed essential or not and if they will be able to complete their work remotely. Even if workers return to work, it is important to be aware that a new outbreak might mean the workforce have to return to a work from home policy.
How is the client going to manage COVID-19 Paid Sick Leave?
It’s advisable to have a frank conversation with your client about how they plan to handle additional Paid Sick Leave. Will you be able to pass this cost back to your client or are you expected to eat the cost?
What is the client’s COVID-19 policy?
Check what your client’s COVID-19 policy when hiring during COVID-19, it is advisable to have one in place in response to challenges which may arise when onboarding new hires during COVID-19 such as remote working issues and sick leave.
Considerations for your candidate/contractor
Firstly, if you are still recruiting during COVID-19 proceed with caution. You need to ensure the questions you ask comply with Equality and Anti-Discriminatory laws. Specific questions should be asked to all candidates, such as are they able to complete their work from home, and do they have facilities available to work from home within a safe work environment?
What happens if I make a conditional offer to a candidate during COVID-19?
You should ask the candidate have they knowingly been exposed to anyone experiencing symptoms or diagnosed with COVID-19, or traveled to a tier 2/3 country in the last 14 days?
You may ask does the individual has a child with school closures.
After you offer a conditional offer to a candidate when hiring during the pandemic, it is advised to ask them have they or anyone in their household received an order of isolation or quarantine from a government body?
A conditional start date should be communicated to the candidate with an explanation that due to the times their employment/start date is not guaranteed and unfortunately, business conditions and needs may change.
Other business considerations
Due to office closures during COVID-19, many businesses still recruiting are experiencing significant delays in background checks. In particular, some employment background checks have been delayed until physical locations and the reporting offices reopen.
Therefore, you may want to reconsider the background checks that you complete on potential candidates unless they are absolutely necessary. If you have any questions or concerns we’d strongly advise that you seek support and counsel.
Disclaimer: All information written here is for general informational purposes only and is not intended to be a substitute for professional and/or legal services.