Many companies, including Papa John’s, 7 Eleven, and Walmart, have made headlines recently with plans to hire large numbers of full- and part-time employees to meet increased demand related to the COVID-19 pandemic. However, you don’t have to be a large company to have hiring needs. Companies of all sizes have current vacancies or may be experiencing a need for more employees in certain roles. With so many businesses closed right now, it’s highly likely you’ll receive resumes from furloughed employees. You may find yourself hesitant about hiring a furloughed employee, and that’s understandable. There’s a real possibility that person may not work for you very long. However, depending on your business needs, some of your vacancies may be a great fit. You might even be able to gain a long-time employee. So, how should you approach the decision of whether to hire a furloughed employee?
Determine whether your needs are temporary or long-term. Mass hirings that then lead to mass layoffs can create major issues. Analyze your hiring needs to determine which ones may just be temporary, and consider hiring employees on a temporary basis for these jobs. For those needs that will be long-term, fill them as regular full- or part-time jobs. Just as you would like candidates to be transparent with you about their intentions in working for you, you should be transparent with them about the design of the job. That will help both of you know whether the job could be a good fit.
Base your hiring decisions on qualifications and skills. Many people have multiple jobs, and it doesn’t automatically mean they can’t meet the expectations of your position. During the interview, explain the job just like you always do, ask consistent questions of all your candidates, and make your decisions based on qualifications and skills. Remember that furloughed individuals could decide to leave their other employer and remain with you, so if you’re hiring into a regular position with no scheduled end date, make sure you take the time to make a hiring decision you would be comfortable with for the long-term.
Compare their responses to your business need. People who are furloughed are still employed by that employer but have had their hours reduced or cut entirely. Furloughed employees typically return to their positions once the furlough ends (although layoffs are also a possibility). When interviewing candidates, you can and should ask some questions about this job. Ask how long the furlough is expected to last. Describe the work schedule for your position, and ask how that compares to their current job. These answers give you an idea of how long you can anticipate this individual working for you and how that compares to what you need for this position. Just as you would in any interview, ask them why they decided to apply to work at your company. Find out whether they really want to work for your company specifically or whether you’re just another company on a list. Given the current dynamic, it’s not an automatic red flag for people to be applying to any open job they can find, but it helps you in deciding whether long-term positions are a good fit.
Ask what would make them stay with you. You may end up hiring an excellent employee you’d like to retain, so think about that possibility during the interview process. Particularly for your regular full- or part-time openings, ask candidates what would convince them to remain with you once the furlough ends. Find out what’s important to them and what chance you have of retaining them. Then, do your best to keep them!
Consider the interests of your current part-time employees. While there’s a huge desire to help those who have been furloughed (and this is a wonderful thing), remember to think about the needs of your current employees as well. Before hiring new employees, consider whether any of your part-time or temporary employees would be interested in these positions. You might have part-time employees who would like to increase their hours, or you might have temporary employees who would like regular positions.
There may be great opportunities at your company for those who have been furloughed, so be open-minded while also being mindful of business needs. By having a thorough discussion about the position and what the candidate is looking for, you’ll be able to discern whether to hire a furloughed employee.
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