This Week in HR, we are working remotely again as lock downs and COVID-19 continue to wreak havoc across our region. Engagement is the natural going concern.
For many years, I worked almost exclusively remotely. I was a recruiter for multi-national legal services firms, and we would often get urgent requisitions for 100 or more litigation consultants to work large matters without notice. To recruit one person can be very challenging and harried, but in litigation support, we would have the additional challenge of placing consultants within as few as 1-3 days from the signing of the SOW. That meant we had 72 hours or less to source, vet, screen, and hire 100+ W-2’s.
This happened repeatedly over many years. There was no question that, as a remote recruiter with this kind of volume, I had to be focused, organized, and engaged. And because the work was so relentlessly complicated, I designed and implemented a new Hiring process using easily replicable application forms that linked to my home-grown ATS and HRIS, automating an otherwise intensively manual process.
Productivity for me precipitated from necessity and workload. I don't conclude that having a heavy workload fosters stronger engagement—it may be a primary ingredient for some people, but that isn’t singularly enough to ensure strong engagement - in fact, it can have the opposite effect at times. Engagement for me during those very stressful times was demonstrated in ways beyond just delivering consultants. It was demonstrated by constant efforts to document procedures, hone processes, refine systems, and improve delivery metrics. So, what drove me to achieve? I was so busy, often at the expense of my basic needs.
I had determined that my career path, wherever it lay, was somewhere downstream from proving myself and I was open minded to where my professional life might take me. I knew it would take concerted effort: