by Victor Kang, Esq.
Rubin Lublin, LLC

USFN Member (AL, GA, MS, TN)

As the calendar turned to August 1, 2021, attorneys, servicers, and vendors all were faced with a new reality – GSE moratoria have ended and the new CFPB guidelines allowing foreclosures to proceed will take effect September 1, 2021. The industry has spent the past year-and-a-half navigating a COVID world of staff reductions and treading water. Now, all aspects of the default industry are looking to hire and restaff for the potential increase of work.

This creates a powerful opportunity to embrace policies and practices with diversity, inclusion and equity at the forefront. As the post-COVID world continues to evolve, numerous articles and signs point to a new reality of the workforce – many workers have been successfully working from home and are hesitant to return to the old days of in-office work. Although some functions remain critical to have in-office, many other roles have evolved to where hybrid work schedules or even fully remote work is now possible, meaning your footprint is more flexible than ever and can expand in ways that were not available before.

With a that in mind, here are some helpful links and resources that can help your company reach out to talent pools that might not have been available in the past.

1)      Recruit from local colleges and law schools – Reach out to historically black colleges and universities, minority student associations and websites that recruit to colleges directly like www.joinhandshake.com.

2)      Utilize diversity websites that can showcase your enterprise to new and different applicants

a.       www.diversity.com

b.       www.jopwell.com;

c.       https://www.diversityworking.com/

3)      Collaborate with non-profit organizations at a national and local level to increase recruiting opportunities - https://ofm.wa.gov/state-human-resources/workforce-diversity-equity-and-inclusion/diversity-equity-and-inclusion-resources/diversity-organizations-resource-list

4)      Consider using anonymous résumés – to focus on a candidate’s work experience and how it pertains to the job, hiring managers and recruiters have started to remove certain details from résumés such as name, college, address, hobbies, and graduation year. This can help minimize bias and allows the hiring process to be focused more on the candidate’s work experience.

5)      Extend your search to cover other candidates that are often overlooked

a.       https://www.recruitdisability.org/

b.       https://www.70millionjobs.com/

c.       https://hirepurpose.com/

d.       https://hireautism.org/

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August 2021 e-Update