Hiring Has Changed: Here's How
The past year has transformed nearly every aspect of our world. The events of 2020 are historic, and they have changed the way we work and live. Between Zoom meetings, masks, and online classes, mindsets have changed and priorities have shifted. Let me tell you how hiring has changed.
Recruiters Must Adapt Their Use Of Technology
While the world halted in 2020, so did hiring. As life transitioned to a new normal, the hiring needs started to pick up again rather quickly. Hiring managers had to shift recruitment strategies to manage a partial or entirely remote workforce.
Now in 2021, many companies are engaging in mass hiring. To meet the explosive growth in demand across several sectors, corporate recruiters are increasingly turning to new technologies to court and engage prospective hires in an age of remote work and social distancing.
Recruiters are creatively embracing the change and extending their boundaries to attract and engage talent. It has shifted from finding candidates in local markets to a broader, national view. We’re embracing the virtual workplace in a much bigger way. We understand that flexible work arrangements mean that workers have little reason to be in cities where a high cost of living prevails, and hence, borderless hiring is the need of the hour.
For recruiters and hiring managers, the key has always been to dig deep — beyond job postings and other traditional tactics — to find workers who are an ideal match for the jobs at hand.
Recruiters are in the process of adapting their hiring processes to facilitate remote exchanges. Many of us are now using social media networks like LinkedIn, Facebook, and even Instagram, to connect with potential hires. We are also turning to videoconference technology to screen and interview candidates.
Securing Top Talent Is Not As Simple
Today’s recruiting environment has never been more challenging. The competition for top talent is fierce and the crisis has led us to reimagine recruiting. As a result, recruiters are leveraging a variety of methods and tactics to connect with prospective candidates.
The sentiment of candidates is an interesting conundrum in today’s scenario. There has been a shift in the candidate’s mindset, and some of it has become an obstacle to a successful hire.
It became clear early on that many candidates were not prepared to take the risk of starting a new job during the pandemic, no matter what the potential reward. I understand this fear.
Recruiters had to adjust their recruitment strategies for three types of talent; The Withdrawns, The Opportunists, and The Tech-savvies.
The Withdrawns are a category of candidates who assume that most companies have a hiring freeze or are restructuring, and aren’t looking. For these candidates, job posts are rendered useless. We have to get creative when reaching out to this talent.
The Opportunists put salary increases and flashy titles above all else. This is not a new category, but during the pandemic, the opportunists are now bolder than ever about their demands.
The Tech-savvies love technology and the ease it provides. They browse through social networks and mobile apps to assess open positions, company cultures, employment brands, and even the staffing firms involved. By studying their interactions, search habits, and queries, recruiters are trying to develop a keener sense of applicant needs, fits, and what Google calls the “Is-It-Right-For-Me” moment.
Those Who Value Remote Work Will Prevail
Things seem to have changed on the employer’s side as well. Employers are now being more methodical, taking longer than usual to select candidates and coordinate interviews.
A year on, it seems that office life may not ever be the same again. For millions, working from home has come to signify higher-end employment. Leaders who are still thinking about hiring, in terms of those who will sit in their headquarters, are ignoring talent hubs that are time zone-aligned and might be more uniquely suited for their scaling needs.
How To Stand Out From The Competition
1. Stick to traditional job-seeking strategies. Creating a simply formatted resume and peppering targeted keywords throughout these documents is key.
2. Be memorable and get creative. Use infographics, colourful visuals charts, catchy audio recordings, or video snippets. We look for people who are comfortable with taking initiative.
3. Embrace the art of video interviews. They’re probably here to stay.
4. Utilize your LinkedIn profile to the fullest. Take time to update job descriptions, reach out to coworkers for recommendations, and enable your profile to let recruiters know that you are open to job opportunities.
I read this quote somewhere recently, and it holds very true.
“Virtually no one has been left untouched after 15 months of such dramatic disruption. A generous dose of empathy and understanding of that truth will make us all stronger as we rebuild our world in the year ahead.”