Devastating storms such as the hurricanes that have been ravaging Florida recently are no laughing matter. Such events take lives, wreak havoc on local economies, and leave residents living in fear. While the storms are relatively short in duration, their impacts leave a lasting impression not only on those who experienced them first hand, but also on those who watched the destruction on television news programs around the world. Like it or not, they impact the recruiting profession as well. If you have been following the news coverage, you know that many Florida residents in areas hit by multiple storms are fed up and are contemplating moving elsewhere. This sentiment creates a recruiting opportunity for firms located elsewhere ó and a retention challenge for firms with locations in areas affected. While it may seem like adding insult to injury to target talent in Florida, failing to recognize and take advantage of the recruiting opportunities Mother Nature has provided makes you oblivious to the competitive factors that drive capitalism. Others will take advantage, and in a war, failing to do so is tantamount to giving up. Leveraging Bad Weather and Natural Disasters Natural disasters are discriminatory, and tend to strike with a rather predictable pattern. Anything in life that has the ability to impact business and can be predicted is fair game when it comes to being competitive. Location has long been something firms have used to distinguish themselves, be it in sales or, in our case, recruitment. Some geographic areas are more prone to disasters, and some disasters are more targeted than others. A world-class recruiting strategy must include components that recognize and take advantage of such disasters, from hurricanes and tornados to snowstorms and earthquakes. Building a natural disaster response into your strategy is actually very simple. All your firm need to do is determine which geographic areas possess relevant talent in volumes significant enough in size to target. When such areas are then struck by disaster, your sourcing systems respond to reach out to the targeted population. Some methods of reaching out include:
In bad situations it doesn’t take much to look like an angel. If you have the resources and need the talent, nothing should stop you from building a relationship with potential candidates in their time of need. The message you send can be one of desperation ó or one of respect, dedication, and compassion. The difference is in the execution. Other Thoughts Related to Natural-Disaster Recruiting
Conclusion The idea of taking advantage of natural disasters might initially be a problem for some. But the more you think about it, the more comfortable you should get. The damage caused to the local economies of areas affected often results in layoffs and reduced work schedules for non-exempt labor, and potential longer term impacts for professional workers. By absorbing some of the affected workforce, your organization can reduce dependence upon government aid and gain talent at the same time. Consider targeting talent in Florida a social program, one that is good for everyone involved.
