As part of VanHack’s Ukraine Support initiative, we’ve outlined a few helpful, compassionate to-do’s for Employers when engaging and directly communicating with Ukrainian Tech Talent with our Ukrainian VanHacker Community.
✅ The Do’s
The Approach: Compassionate, People-First approach.
It’s an unprecedented and unsettling time for both Ukrainians on the frontlines and nationals living outside of Ukraine. Safety is first and foremost. The immediate priorities at this time is meeting universal basic needs: food, water, shelter, clothing as well as access to healthcare, education etc. Evacuations and displacements are common, with homes and neighboring businesses destroyed as a result of the ongoing conflict.
💡 Tip: Leading with compassion, and understanding you’re communicating with individuals who are currently living through a war and have limited emotional bandwidth given the stresses they’re under.
Tone and Messaging: Exercise empathy and inject sensitivity in your communications
💡 Tip: In your outreach, ask “What do you need? ” or “How can I help?” Remember, it’s about them, not you. When it comes to presenting any job or relocation opportunities, keep in mind you’re not their first priority.
Acknowledging their immediate needs (perhaps assistance with logistics or provisions like food, transportation), and leading with a genuine show of interest and support is key. It’s also worth noting that not everyone is looking to leave the country or relocate abroad. They may be joining the civilian defense force, or their home town/city is under attack.
When it comes to relocation opportunities, uprooting to a new country whether for a job opportunity or as a refugee is a huge and life changing ask, taking into account impact on their family, friends, career, home etc, and implications around leaving their home country and everything they’ve known and built there.
Response Times & Frequency
With cellular networks and internet infrastructure impacted by targeted bombings causing rolling blackouts, access to internet to communicate with you via Web, VanHack Chat, Email, or social platforms like Whatsapp or Telegram, Linkedin can be limited. Communication challenges aside, higher priorities including their safety and wellbeing
In this context, it’s unrealistic to expect fast response times within 2-4 business days.
💡 Tip: Allow talent the time and space to respond, when it makes sense. Keep this in mind when communicating and manage expectations accordingly. You may receive a delayed response, or there’s also the likelihood that you won’t hear back.
Flexibility, Remote Work and Relocation Support
💡 Tip: Be flexible with the productivity goals and expectations for remote Ukrainian employees. After all, the conflict is ongoing and they will have other priorities to balance, such as family, food, shelter and concerns for the wellbeing of their loved ones. Where possible, provide options for flexible time off should there be any disruptions. Check-in with your employee regularly to see if they are well and need additional support.
As the conflict continues, Visa sponsorship and relocation support (those who wish to voluntarily relocate) will be an invaluable help in fast-tracking plans to move to a new chosen country for a new opportunity. Canadian employers can work with the newly launched CUAET program from the government to help candidates and their families accelerate their relocation to Canada. Here’s a guide on how it works for employers and candidates.
The UK also launched an Ukraine Family Scheme visa program aimed to help Ukrainians relocate to the UK. Here are details on the program. Other European employers can also refer to information from the European Commission on travel, protection, access to healthcare etc within the EU for Ukrainians.
❌ The Don’t s
- Flood talent with messages across the platform, email other social platforms. Give them the time and space to respond, when they can.
- Set unrealistic response time expectations. Be mindful that not replying to an email or a message in a timely manner does not mean that candidates are disengaged. Candidates might even jump out of the call during the interview due to unexpected circumstances.
- Make the hiring process too long and complex. Consider shortening the hiring window, and reassessing some of the interview stages for Ukrainian Talent.
- Make it about your company, and not the candidate. Your job opportunity isn’t at the top of their list, rather, lead with a show of support and aid and come from a place of genuine compassion.
- Keep in mind that showing off Ukrainian hires can come off as disingenuous, and inauthentic. Be tactful with how you’re communicating and sharing your company’s humanitarian efforts and support.
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