HIRING FOR TOMORROW!
Dr. Naike Moshi
Serial Entrepreneur | Business & Gender Consultant | Paid Speaker | Unlocking Global Business Opportunities | Building Profitable Connections for Business Growth
HIRING FOR TOMORROW/ WHY COMPANIES SHOULD HIRE NOW?
By Naike Moshi
COVID-19 has changed the world of work. Many companies are going through different challenges especially dealing with staff or people. In times of predicament, companies should not halt the hiring process. With all these changes that are happening, hiring should be the companies’ Top priority.
It may seem counterintuitive to focus on hiring when many businesses are slowing down. However, I believe this situation presents a unique opportunity for strategic employers to revise their 2020 hiring roadmaps, refine their employer brand identity, starting to the source, interview and fill key roles within their organizations.
Why should hiring be on your Top Priority?
New Skillsets, New Jobs
COVID-19 has accelerated the digital transformation of the way we do business. Many companies or organizations need new skill sets, especially in the digital functions. Companies are looking for Top Talent that can think outside the box or move within the digital era. I foresee that many organizations will be working remotely post COVID-19 but not every job will be able to suffice to be working from home. Employers will look for new skillsets that will suffice with the future of work.
Gaps on Existing Teams
During times of crisis, Employers are going to see gaps in the existing teams. Most employers will have to use this time to upskill and reskill their staff. There will be lots of reshuffling of teams from the Board Executive Team up to the low entry-level jobs. Nevertheless, the worst-case scenario which will probably be the best move to many employers will be to let go of the non-performing staff.
Available Talent on the Market due to Layoffs or Retrenchment
Many Companies have done Retrenchment due to the COVID-19 situation, there is plenty of available talent on the market. This is the right time for Employers to ensure a solid pipeline of talent prospects. Companies should have a Talent Strategy and a well-established pipeline to ensure a smooth rebound when recruitment resumes, especially for the ones in hiring freeze. Also, having a powerful employer branding strategy integrated into your recruitment strategy will help bridge any gaps.
During this time, companies should keep looking to stay connected with top-tier talent, even though they are not expanding their workforces now. This strategy helps prepare a company’s talent funnel for future hiring pushes by making sure those conversations have already kicked off, and connections are made. For example, companies can lean on their talent networks for support as they look for candidates to fit specific job openings. By tapping into an organization’s existing talent community, meaning those who have already applied to a position or signed up for job alerts and updates from the company.
Companies want to cut costs
With production being low, companies are looking for different ways to cut costs. Companies are doing salary benchmarking to see if particular roles within the organization have remuneration comparing to the market. If the remuneration details are different from that of Employers, then there is a great possibility for salary cuts or finding someone affordable in similar roles.
Companies will need to fill vacant roles
COVID-19 just like any other pandemic it has left some unprecedented gaps as many souls have departed. As the impact of this, there is a great possibility that some roles are going to be vacant. This will accelerate for organizations to look for replacements on available roles. Post COVID-19 there will be a transition to new normal especially in the quest of ensuring health and safety at work, and this will probably require a new role introduced within the company. Companies that are struggling today, Employers should remember that this crisis will eventually end and they should have a re-opening strategy in place. Keep former employees close because tens of thousands of companies will re-open overnight, resulting in an unprecedented recruitment storm.
Please feel free to contact CVPeople Tanzania for your recruitment needs, Talent Strategy, or a strategic hiring roadmap for your organization.
Public Service Servant | Certified Digital Marketer | IT Business skills | CRM
4 年Thank you for sharing such an insightful article.
Learning and development needs analysis/Instructional design and delivery/Talent development/Leadership development.
4 年The first thing for any organization is to define what talent mean to their business undertakings and then based on the answer, decide on whether such talent is in the market for hiring or they need to invest in building talents from outside or within the organization. From outside, the organization can hire individuals with potential who within a short time can contribute to business performance. From within, the organization may need to build capabilities of its staff to improve engagement and contribution. Remember talent = competence*commitment* contribution. To be called talent, one must be able to demonstrate these key indicators in their task bahaviour.
Director - Monitoring, Evaluation and Learning, Abt Associates USAID/TZ Public Sector Systems Strengthening Program
4 年I fully agree with you, Victor. Thay should be the most important question that each and every organisation should answer.
Country Director @ CARE Tanzania | Leadership | Strategic Thinking | Board Executive | Mentor | Kofi Annan Global Public Health Leadership Fellow |
4 年Great article. Building from hiring talented employees, I think organizations should also explore hiring young people who have potential to learn quickly new technologies and have zeal to work beyond with descipline and integrity.
Laboratory Superintendent at Tanzania Portland Cement Public Limited Company
4 年To enhance innovation and creativity for Continuous Improvement that increases the work efficiency and add value to the product/service.