Messaging - it's a priority for you as a Recruitment leader to work on what should be your messaging internally and externally. Your staff will be looking to you to set the strategy for what activities and tactics are to be employed. Use marketing to messages internally and when appropriate externally via your social channels. If your company isn't familiar with remote working on mass, it will be worth reviewing how you re going to communicate with your teams. Potentially your intranet, Whatapp groups, Slack, Zoom, Skype for business, instant messaging etc.
Content - what type of content will your audiences find beneficial? Create a short content calendar for the current state of the market. With less productivity on the jobs, now may be an excellent time to engage with the teams on content production. For example; can everyone find one positive news story in their clients this week to make a niche content piece for your industry?
Your Brand - you have worked long and hard to develop this, so don't forget this. You still want your audience to engage with you; they will remember that supportive call, that timely piece of email comms, that positive message when their world is literally turning upside down. So keep at it.
And finally, there have been some positive stories, clients adapting to using video to complete the recruitment process and meetings happening in the virtual world so that people will adjust to the new norm. The most important thing is work on what you can control, use your peers and time to brainstorm creative ideas, messaging and actions. You don't need to have all the answers.
This instability is cyclical, and when you come out of it, you will be stronger and more robust, I'm sure.