5 hiring predictions for the post-covid world
5 hiring predictions for the post-covid world
What do the top hiring predictions for the post-COVID world mean for you as a recruiter?
While millions were furloughed or lost their jobs during the pandemic, others have had to adjust to working remotely or change careers entirely.
And even though hiring has been slow to rebound, it’s skyrocketing in sectors like healthcare, technology, customer support, and more.
So as organizations rethink the future of their workforces, recruiters need to help prepare their candidates to stay one step ahead.
Following our?recruiting best practices and trends for 2021?will certainly help. But you must also learn how to navigate these hiring predictions for the post-pandemic future:
1. remote work will continue to dominate
Experts predicted the continued rise of remote work thanks to the internet and more accessible digital technologies. But the COVID-19 pandemic accelerated how quickly this transition actually hit the workforce.
What does this mean for you?
Candidates with remote work experience will be favored over candidates who don’t.
Let’s face it, working remotely comes with a steep learning curve. Employees used to working in-house need to learn how to stick to a schedule, manage their workload, block out distractions, and be productive from home.
So candidates who can prove they’ve mastered this skill set will be in high demand. Employers don’t have to spend a lot of time onboarding or training them; they can hit the ground running as soon as they’re hired.
The most sought-after remote work skills include:
If your candidates don’t possess these skills, it’s time to gently nudge them toward picking up these abilities. And if they do have them, make sure to emphasize these on their resume, cover letter, and applications.
Having a well setup remote workspace may also be a key differentiator between candidates.
Again, the less time and money employers need to spend to get a new hire up-and-running, the more attractive they’ll become.
Not everyone has the ability or setup to work from home. So let potential employers know your candidates already have a computer with a fast, secure internet connection, workspace/desk, and other remote tools of their trade.
2. hiring will no longer be constrained by location
When companies hire remotely, candidates no longer have to live in the same city or even state to apply for positions. This means candidates in large metro cities, rural small towns, and everywhere in between all have an equal shot at their dream role.
Organizations can now hire more diverse and inclusive virtual workforces. And candidates don’t have to relocate to a new or expensive city to land a high-paying position.
So as a recruiter, you’ll want to:
Expand your network and location searches. If you want to?attract the best candidates, stop limiting yourself by zip code or time zone. Hiring teams want the top applicants, so make sure to always note if they are open to any locations or specific areas to be qualified.
Practice your negotiation skills.?You may start seeing wider salary ranges on job postings for remote employees. Some organizations will tie a new hire’s salary to their locale’s cost of living.
Places with higher living costs may warrant higher salaries, while more affordable towns may rank lower on the compensation scale. Your negotiations may help candidates and employers find somewhere agreeable in the middle.
Uncertainty stemming from the COVID-19 pandemic increased stress, anxiety, and mental health issues.
In the midst of layoffs, stagnating wages, and lower salary expectations, companies will be heavily investing in employee benefits to boost recruitment and retention.
The most popular employee benefits and perks include:
These perks promote physical health and emotional well-being, which are especially critical when employees start working remotely. So ask your candidates to rank benefits like these on a scale of importance.
They might be more inclined to apply for a position at the same or even lower salary if it came with perks like unlimited vacation days. And a few of these benefits may even sway passive candidates to leave their current jobs.
4. say goodbye to “jobs for life” guarantees?Thanks to the pandemic, high-wage occupations are on the rise, and low-wage occupations are shrinking.
A McKinsey report showed that [*]:
Candidates forced to leave the bottom salary brackets will need to pick up new, more advanced skills to qualify for positions in higher wage brackets.
Some organizations have decided to invest in their workforces, bringing them up to speed with on-the-job training and continuing education programs.
Take multinational pharmaceutical company Merck, for example. They spent more than $100 million to level up the skills of Black workers without a college education and created more jobs they can fill.
This results in a more talented, resilient, and loyal workforce, not to mention a more equitable society. But these strategies aren’t the norm just yet. So recruiters can help candidates nab these higher-income roles if they:
Focus on skills-based recruiting. Top companies like Apple and Google don’t even require a college degree to apply now. Skills-based hiring has proven to be more valuable than relying on academic degrees that only demonstrate competency in a single lane.
Encourage continuous learning. Candidates don’t need to go back to college to fill their resumes with attractive abilities. There are free and affordable online courses and classes to help them gain a competitive edge.
A few you can recommend include:
When’s the last time you assessed your own skill set? Check out these?8 skills to become a better recruiter?to level up your game too!
Show off your candidates’ abilities online. Teach your network?how to create a personal brand.
With a simple website, candidates can display their work portfolio, write a blurb about themselves, and put their professional skills on display (like clear, concise writing, attractive designs, impeccable coding, etc.).
This will become a hub for HR teams to see tangible proof of their skills and pique their interest. They’ll land more interviews as a result.
At least some aspect of every business now lives in the digital world. This grew exponentially during COVID-19 and shows no signs of stopping.
Organizations with the best tech teams become more resilient and innovative in the face of future pandemics or other unforeseen business disruptions. Which means employers will be increasingly on the lookout for candidates with exceptional tech skills and data literacy.
The most in-demand tech and digital skills include:
Candidates with experience in these areas will have their pick of the litter. So encourage your candidates to start snatching up these skills ASAP. And keep a close eye on people in your network who already boast some of these currently.
####so, are you ready for post-pandemic recruiting??Now that you know the top hiring predictions for the post-COVID world, you can create a game plan to prepare your candidates for greatness.
Help them boost their remote work and data literacy skills, so they can qualify for high-income positions. Show them how to brand themselves to stand out from other qualified candidates. And keep networking!
The custom-built Relode platform makes it easy for you to?put your network to work. Browse jobs, qualify candidates and track everything in one place. Did we mention you get paid for client submissions interviews? That’s right, no more waiting for hire to start earning! Visit your dashboard to?get started.
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