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Ask SCORE: What Should Employers Consider When Hiring Post-Pandemic?
by Nina De Rosa
January 3, 2023
Senior employer wearing face mask reading seeker employment application.

Practically every service-oriented business in Bucks County is hiring. Yet, as we come out of the pandemic many are struggling to find employees.

The job market has changed tremendously since March 2020. Employees have normalized working remotely and attending virtual meetings. Companies are seeing office space as an unnecessary expense. I foresee a sharp downturn in business travel post-pandemic as people have connected to teams and across continents via Zoom.

Positions at restaurants, or working in skilled labor trades such as HVAC, plumbing, or electrical do not fit that ever-popular remote model.

Your business may be looking to hire new employees or expand operations post-pandemic. However, there are a few considerations to keep in mind.

Effectively getting the job opening in front of your audience can not be overstated. Besides sharing by word of mouth and social media, I recommend reaching out to like-minded industry specialists or seeking out associations in your wheelhouse to share career opportunities.

Finding candidates is easy compared to hiring and retaining the cream of the crop. For the most part, many of the job openings which are hardest to fill do not necessarily offer career advancement or growth opportunities. If this is true of your company’s employment opportunities, you may want to consider incentives to attract and retain your ideal employees. Some perks could include the ability to work from home (if possible), a sign-on bonus, or a bonus plan, as well as a continuing educational benefit.

In addition to incentivizing career opportunities, employers may wish to protect themselves and staff from future COVID-19 outbreaks. While certainly understandable, an employer can not legally ask a job candidate or employee if they have received the COVID-19 vaccine. Instead, companies can engage in conversation with job candidates and discuss how they managed through the pandemic: Were they working, not working, or working remotely? From your conversation, you may be able to gauge whether the individual took COVID-19 seriously and followed precautions.

While many of the COVID-19 masking and social distancing protocols have since gone by the wayside, I am seeing companies cautiously inching forward. For the most part, many are staying status quo until October or November to see if they can make it through summer without incident. I do not envision businesses reopening the way it was pre-pandemic until sometime in 2022.

Regardless of when your business resumes normal operations, the state and the federal government are offering a variety of loans to help offset lost revenue and aid in job creation.

Even prior to the pandemic, small companies often struggled with the staggering cost of providing health insurance to employees. With a little collaboration, those costs can be reined in. To get the most bang for your buck, I have seen companies create consortiums to save on insurance costs. For instance, a group of nurseries across the country had 20 to 30 employees per location. By joining together, the consortium represented 300 employees from all locations and gave the company greater buying power, which saved money. If your company is not part of a franchise or a business with multiple locations, another idea is to reach out to companies that are similar in nature to your company and see if you can create a consortium.

To arrange a SCORE mentoring session call 215-943-8850 or visit   

About the author
Nina De Rosa
Nina De Rosa has worked for more than 40 years in human resources and has expertise in recruiting payroll, and personnel administration and supervision.
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11 Welden Drive, Suite 100
Doylestown, PA 18901
(215) 943-8850

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