COVID-19 Recovery Guide for Ops, HR, and Recruitment
The plan for a crisis none of us could have planned for. Check out the chart below that reveals practical employee-related actions to consider at each stage of recovery.
EXPLORE THE PLATFORM
Hire the Right People into Your Business
Reduce Risk and Support Retention
Save you Money in Hiring and Training
Law and Order
"Good turnover is a healthy part of what we do, and we try to address that from day one..."
Number of Team Members
0
250
500
750
1000
Day 1
Day 15
Day 106
Day 121
Day 129
Pre
Impact
Survival
Pre Re-Open
Re-Opening
New Normal
Hospitality Coronavirus Response Center
Together, we are facing a truly unprecedented situation.
Our mission is to support the hospitality community with tangible solutions that can generate positive employee-centric outcomes. Click below to access today.
REQUEST A DEMO
LEARN MORE
Not only will Harri make the hiring process efficient and pleasurable experience, both for your Hiring Managers and candidates, but will also facilitate the entire process to hire the right people into your business, reducing risk and supporting retention, thus saving you money in hiring and training.
Hire the Right People into Your Business
Reduce Risk and Support Retention
Save you Money in Hiring and Training
Law and Order
"Good turnover is a healthy part of what we do, and we try to address that from day one..."
The plan for a crisis none of us could have planned for. Check out the chart below that reveals practical employee-related actions to consider at each stage of recovery.
EXPLORE THE PLATFORM
COVID-19 Recovery Guide for Ops, HR, and Recruitment
Number of Team Members
0
250
500
750
1000
Day 1
Day 15
Day 106
Day 121
Day 129
Pre
Impact
Survival
Pre Re-Open
Reopening
New Normal
HR Considerations
Diversity and inclusion
Recruiter Considerations
Ops Considerations
Hospitality Coronavirus Response Center
Together, we are facing a truly unprecedented situation. Our mission is to support the hospitality community with tangible solutions that can generate positive employee-centric outcomes. Click below to access today.
LEARN MORE
Performance and succession management
Employee induction & training
Employee engagement programs
Improving the candidate experience
Talent attraction in labor constricted market
Improving speed to hire
Understanding job advertising effectiveness
Improving guest satisfaction and intent to return
Intelligent scheduling informed by employee expectations, historical data, demand forecasting, and more
Employee retention practices and improve short cycle turnover
Enforcing compliance practices in the scheduling and time & attendance environment
Optimizing sales and labor performance
Employment branding efforts
Employee retention practices
Consistency in the interview process
Empowering managers with the right talent acquisition tools and practices
HR Considerations
Respond to rapidly changing trade, advisory, and legal environment in making employees related actions
Deploy team members into other areas of the business
Consider payments to furloughed staff
Identify essential staff for survival and adjust trade capabilities
Activate recruitment freeze and communicate action internally
Pull down all recruitment ads and consider whether any vacancies need to stay open
Consider how can support other sectors with existing talent pipelines
Consider how your skills may transfer into areas of need within the business ie. HR
Urgent financial structuring and creative thinking
Respond to rapidly changing trade, advisory, and legal environment in making employees related actions
Devising revenue streams that are available with minimal staffing and trade limitations
Consider any potential governmental incentives and subsidies for maintaining employment
Lists of active accounts, passwords, ownership of such information, up to date rosters
Build FAQs for employees
Before terminating, laying off or furloughing seek legal/HR advice and assess WARN Act impact (discussed next section)
Recruiter Considerations
Build lines of constant communication with key players
Ops Considerations
Frequent communication with HR per decision making processes
HR Considerations
Devise staffing plans for "new normal" based on retained staff and new requirements
Employer branding - maintain values and external/internal perception of brand
Map and track status of laid-off employees. A means to keeping them informed and maintain contact
Recalibrate payments to furloughed staff
Change hiring manager mindsets to treat re-opening phase like you would a new opening. Hire for personality and train the skill as part of that phase
Secure your talent pool. Stay in strong touch with key managers/employees and encourage them to consider recruitment on the other side
Clear the admin by cleansing the database and create talent pools, close old jobs, correct documentation, and review analytics
Use time to consider whether tech platforms are relevant and suitable for "new normal"
Consolidate the technology stack to evaluate what's needed at each stage
Streamline operational procedures and revise labor budgeting
Review pay bandings in line with future structure
Identify teams to relocate
Lead with communication with non active employees
Always consider any potential governmental incentives and subsidies for maintaining employment
Recruiter Considerations
Consider that actions now will impact on future Employer Value Proposition
Ops Considerations
HR Considerations
Adapt schedules, staffing models and labor forecasts to suit "the next normal" and reopen trade levels
Manage wellbeing after shock of situation - build confidence in teams for the future; potential of another outbreak
Identify first round hiring preferences and connect. Avalibility, tenure, and skillset are musts
Maintain open communication with staff keeping them informed
Work hand in hand with operations to understand how trading levels will change and determine which roles will be needed
Prepare your processes for a high volume of applicants and adjust the candidate journey accordingly
Webinars for your hiring managers to take them through the new processes and refresh on assessment technique
For the candidate experience, focus on what you can deliver given the inherinent challenges around higher volumes of candidates
Plan staffing ramp up structure per location
Revise 30 day onboarding plan for mass inductions
Plan open day screening content and procedures/ support from Recruitment
7 day opening plan
Team Engagement Sessions
Establish re-training plans, one or two days prior to re-open to get everyone back in the groove and better than ever
Recruiter Considerations
Work with Ops and HR teams to map which former employees are available
Ops Considerations
Use open days, video interviews, and conduct a group assessments that are interactive in replacement of traditional interview formats
Bring technology partners back online in preperation for trade to resume
Anticipated re-open date(s) announcements
HR Considerations
Re-establish internal values and EVP (Internal & External)
Communicate and celebrate acts of care and support of the community to share internally & externally
Flexibility and confidence in schedule management
Ensure flexibility around schedules to give staff enough time to re-adjust to the "new normal"
Customer experience is vital. Evaluate new hires performance to determine advertising and screening levels to ensure you have talent ready to hire over those first 2 months
Ensure talent pools are robust enough to balance hiring requirements if and when needed
Chat bots in place to manage candidate experience
Pull together Operational project teams to support hiring needs
Reduce labor schedules to reflect lower volumes. Consider shortening overall hours of operations to reflect only higher revenue dayparts
Plan schedules and deployment with your key team that will make biggest impact when delivering world class experiences
Leadership - empowering managers to manage their teams
Enhance Training efficiencies and focus on key Health & safety & compliance
Plan soft launches to launch to market and insourcing activities such as in-house delivery, window cleaning, landscaping to cut costs
Establish re-training plans, one or two days prior to re-open to get everyone back in the groove and better than ever
Recruiter Considerations
Future proofing recruitment plans based on data sourcing, training of hiring managers, and where automation lives
Ops Considerations
Celebrate the fact you're back in the game
Beware the "pop and drop"
HR Considerations
Social responsibility measures - consider what's important in the "new world"
Evaluate new customer expectations on service & product offering
Support Exec in upskilling leadership capabilities
Focus on employee retention with regular check ins with employees on financial and mental wellbeing
Leveraging a data-driven approach in hiring to determine where best-hires come from, finding efficiency in the hiring process, and where critical touchpoints are
Adapting from high-volume applicant management and hiring processes to normalized levels of operating
Considering the attraction of new staff from other industries/sectors
Upskilling of Hiring Managers to recruit and maintain the "new normal"
How will hospitality practices need to change to accommodate automation, investment, and innovation
Maximizing efficiencies of staffing to capture biggest opportunities such as turn times, ATV/SPH, and incentivizing performance
Managing weekly deployment of team as trade picks up without damaging reputation
What does the new financial landscape look like for employees after Government subsidies
Succession planning and leadership training
Establish ongoing re-training plans and support to get everyone back in the groove and better than ever
Recruiter Considerations
Identify second round hires for "bench" strength as trade improves
Ops Considerations
Recruiter Considerations
Improving the candidate experience
Talent attraction in labor constricted market
Understanding job advertising effectiveness
Improving speed to hire
Empowering managers with the right talent acquisition tools and practices
Consistency in the interview process
Ops Considerations
Improving guest satisfaction and intent to return
Intelligent scheduling informed by employee expectations, historical data, demand forecasting, and more
Enforcing compliance practices in the scheduling and time & attendance environment
Employee retention practices and improve short cycle turnover
Optimizing sales and labor performance
HR Considerations
Diversity and inclusion
Performance and succession management
Consider payments to furloughed staff
Employee engagement programs
Employment branding efforts
Employee retention practices
Recruiter Considerations
Activate recruitment freeze and communicate action internally
Pull down all recruitment ads and consider whether any vacancies need to stay open
Consider how your skills may transfer into areas of need within the business ie. HR
Consider how can support other sectors with existing talent pipelines
Build lines of constant communication with key players
Ops Considerations
Urgent financial structuring and creative thinking
Respond to rapidly changing trade, advisory, and legal environment in making employees related actions
Consider any potential governmental incentives and subsidies for maintaining employment
Devising revenue streams that are available with minimal staffing and trade limitations
Lists of active accounts, passwords, ownership of such information, up to date rosters
Frequent communication with HR per decision making processes
HR Considerations
Respond to rapidly changing trade, advisory, and legal environment in making employees related actions
Deploy team members into other areas of the business
Map and track status of laid-off employees. A means to keeping them informed and maintain contact
Identify essential staff for survival and adjust trade capabilities
Before terminating, laying off or furloughing seek legal/HR advice and assess WARN Act impact (discussed next section)
Recruiter Considerations
Change hiring manager mindsets to treat re-opening phase like you would a new opening. Hire for personality and train the skill as part of that phase
Secure your talent pool. Stay in strong touch with key managers/employees and encourage them to consider recruitment on the other side
Use time to consider whether tech platforms are relevant and suitable for "new normal"
Clear the admin by cleansing the database and create talent pools, close old jobs, correct documentation, and review analytics
Consider that actions now will impact on future Employer Value Proposition
Ops Considerations
Consolidate the technology stack to evaluate what's needed at each stage
Streamline operational procedures and revise labor budgeting
Identify teams to relocate
Review pay bandings in line with future structure
Lead with communication with non active employees
HR Considerations
Devise staffing plans for "new normal" based on retained staff and new requirements.
Employer branding - maintain values and external/internal perception of brand
Identify first round hiring preferences and connect. Availability, tenure, and skillset are musts
Recalibrate payments to furloughed staff
Always consider any potential governmental incentives and subsidies for maintaining employment.
Recruiter Considerations
Work hand in hand with operations to understand how trading levels will change and determine which roles will be needed
Prepare your processes for a high volume of applicants and adjust the candidate journey accordingly
For the candidate experience, focus on what you can deliver given the inherent challenges around higher volumes of candidates
Webinars for your hiring managers to take them through the new processes and refresh on assessment technique
Work with Ops and HR teams to map which former employees are available
Ops Considerations
Plan staffing ramp up structure per location
Revise 30 day onboarding plan for mass inductions
7 day opening plan
Plan open day screening content and procedures/ support from Recruitment
Anticipated re-open date(s) announcements
Use open days, video interviews, and conduct a group assessments that are interactive in replacement of traditional interview formats
Bring technology partners back online in preparation for trade to resume
HR Considerations
Adapt schedules, staffing models and labor forecasts to suit "the next normal" and reopen trade levels
Manage well being after shock of situation - build confidence in teams for the future; potential of another outbreak
Flexibility and confidence in schedule management
Maintain open communication with staff keeping them informed
Establish re-training plans, one or two days prior to re-open to get everyone back in the groove and better than ever
Recruiter Considerations
Customer experience is vital. Evaluate new hires performance to determine advertising and screening levels to ensure you have talent ready to hire over those first 2 months
Ensure talent pools are robust enough to balance hiring requirements if and when needed
Pull together Operational project teams to support hiring needs
Chat bots in place to manage candidate experience
Future proofing recruitment plans based on data sourcing, training of hiring managers, and where automation lives
Ops Considerations
Reduce labor schedules to reflect lower volumes. Consider shortening overall hours of operations to reflect only higher revenue dayparts
Plan schedules and deployment with your key team that will make biggest impact when delivering world class experiences
Enhance Training efficiencies and focus on key Health & safety & compliance
Leadership - empowering managers to manage their teams
Plan soft launches to launch to market and insourcing activities such as in-house delivery, window cleaning, landscaping to cut costs
Think about day-on / day-off laboring to keep critical staff on payroll
Beware the "pop and drop"
Celebrate the fact you're back in the game
HR Considerations
Re-establish internal values and EVP (Internal & External)
Communicate and celebrate acts of care and support of the community to share internally & externally
Support Exec in upskilling leadership capabilities
Ensure flexibility around schedules to give staff enough time to re-adjust to the "new normal"
Establish re-training plans, one or two days prior to re-open to get everyone back in the groove and better than ever
Recruiter Considerations
Leveraging a data-driven approach in hiring to determine where best-hires come from, finding efficiency in the hiring process, and where critical touchpoints are
Adapting from high-volume applicant management and hiring processes to normalized levels of operating
Upskilling of Hiring Managers to recruit and maintain the "new normal"
Considering the attraction of new staff from other industries/sectors
Identify second round hires for "bench" strength as trade improves
Ops Considerations
How will hospitality practices need to change to accommodate automation, investment, and innovation
Maximizing efficiencies of staffing to capture biggest opportunities such as turn times, ATV/SPH, and incentivizing performance
What does the new financial landscape look like for employees after Government subsidies
Managing weekly deployment of team as trade picks up without damaging reputation
Succession planning and leadership training