Is a Pandemic The Ultimate Test of a True Company Culture?
By: Avidian Recruitment
Tags: Healthcare, Recruiting

It is fair to say that whilst things are looking much brighter for 2021 as we start to take an incline out of the ground-breaking COVID-19, there have been many learnings from 2020. I’m sure you’re all reading this and probably tired of hearing about this never-ending virus but one thing that has been more prominent than ever is the way companies truly operate in highly challenging times.

As a recruiter, you become the listener, the advisor and at times someone for candidates to really confide in. Whilst this is something I truly enjoy about the role, this year has seen my stomach turn hearing some of the harrowing stories candidates have shared with me about how they have been treated during the pandemic. There is no one size fits all when it comes to company culture and this is something that has always been clear during my career as a recruiter but also as a job seeker. In my industry, they say it’s ‘champagne and razor blades’, but this analogy has been clearly reciprocated throughout all businesses this year more than ever. So the question is, when the razor blades strike aka the bad times or in this case the unforeseen bad times, how has your company supported you?

The Healthcare industry has always been a turbulent one and whilst the pandemic has generated a spectrum of opportunities in certain areas i.e. pathology and diagnostics, what was really evident was the abrupt shift in attitudes and treatment of employees. Businesses had to make tough decisions, redundancies were made, re-structures, you name it. But under the current climate of COVID-19, what was it that really differentiated outstanding businesses with great culture from the rest?

A number of conversations I have had with candidates this year were a great litmus test. Candidates have shared stories with me about their individual experiences of what they initially thought was ‘an amazing company culture’, prior to COVID. Some revealed their relentless fear of losing their roles from upper management pressures and scrutinisation. Financial expectations from their managers remained the same despite the unforeseen circumstances of this year. Others shared that it was ‘kudos for smashing your target’ one month to ‘you’re on performance management’ the next. Businesses have certainly had a tough year having to organise new ways of working and many have learned some hard lessons. Interestingly, with many companies taking a severe financial hit, the value of emotional intelligence plummeted ultimately forcing many employees into difficult situations in their workplaces.

To any candidates who have been through this or may even be going through this now, I highly respect your resilience and patience which will lend themselves well for your next opportunity. Although, I would highly recommend putting the feelers out for your next opportunity asap!

On the contrary, there have been some fantastic businesses who have been highly supportive and encouraging to their teams during such a challenging time. Hiring managers have fought for those employees, instilling strong beliefs in their capabilities and seeing the long-term picture of their potential. Of course, some have had to make some tough decisions this year due to cashflow or executive decisions, but they have handled those situations in a much more compassionate manner offering a letter of recommendation or reference to the employees to help them in some way. Candidates, those are the businesses you should be working for. This is all knowledge I am sharing with you based on my network and first-hand stories from candidates. Sometimes those businesses can be hard to pinpoint prior to being onboarded, but my advice here would be to interview the hiring manager. When I say ‘interview’, I mean ask all the questions around the business, the team, the expectations of that person and most importantly get a sense of their personality and if this is someone you could work with or would butt heads with in challenging times. I would say get a gauge on how they respond to your questions. Go with your instincts. Don’t be fooled by money or a title. People leave people, not businesses!

This year, ‘a collaborative and supportive company culture’ definitely stole the number one spot for most desired amongst my network. Some candidates have reached out to me willing to take a hefty pay cut just to have their mental health back or more time with their family. Nobody should ever put themselves or their personal life last. End of the day, it is just a job and if you believe in yourself and have demonstrable career achievements, you will find another. Don’t stick around or think you’re a failure for quitting. Some of the most successful candidates I know have done this and I have seen them really bloom. After all, a healthy environment fuels a strong outcome.

So what next? Candidates, trust me when I say, I hear you and if all of this resonates with you, I would love to try and help you with your next opportunity and offer my advice to you! Please reach out and let’s get the ball rolling!

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By Hanette Ibrahim