Rebuilding a Post-pandemic Workforce

More than one year after the pandemic began, the labor market remains in recovery mode. Recent reports indicate a record number of job openings but not enough candidates. Fear of contracting COVID-19 and lack of childcare are common reasons many workers aren’t returning to work. Additional unemployment benefits and their connection to job-seeking is also a debated topic. In the past month, I’ve spoken to other business leaders who shared they’re struggling to find the right talent. There’s a deficit between the number of candidates looking for work and the number of job openings. As this war for talent develops, how can we help match workers with promising jobs and retain them?

My conversations with business leaders prompted me to write about what it takes to rebuild our workforce. We’re living in strange times. Preparing for future disruptions and uncertainties creates resilient workers who can think on their feet and bounce back quicker than before. Hiring and empowering professionals to think critically and strengthen their creativity establishes a long-term solution for a stronger workforce.

As we see more reopenings in the U.S., we also see more consumer demand, and with that comes a need for companies to hire. The April 2021 jobs report fell short of job gains analysts initially predicted. While signs point to a job boom ahead, there are other factors to consider while rebuilding our workforce.

The past 14 months heavily impacted some industries, such as leisure and hospitality. Some demographic groups such as women, people of color and working parents got the brunt of the unemployment crisis at the beginning of the pandemic. As vaccination rates increase and the economy picks up steam, consumers are spending more and organizations are working to keep up with the demand by identifying talent needs.

Helping Workers Get and Stay Hired

Organizations are experiencing a shortage of workers applying for jobs. According to the National Federation of Independent Business, 42% of business owners could not fill job openings. The hiring space may get more competitive if this disparity continues. This pandemic taught us the value of our workforce as well as the importance of employee wellbeing. Workers want to feel valued.

Communication is key. Whether it’s employers discussing internal opportunities, workers sharing goals with leadership or prospective candidates getting an honest take on promising job openings that best match their skills, frequent interaction is beneficial for all. Many employers are willing to help workers stay within their organizations and offer opportunities, such as changing departments or roles. Internal connections are valuable. Leaders in an organization can provide mentorship and advocacy on workers’ behalves. If professionals do decide to leave their employers after giving it a lot of thought, it’s always best to leave on good terms. Paths may cross with former managers or co-workers in the future; this also applies to management. Employees remember who impacted their lives, for better or for worse. It’s time to refocus on building a great place to work.

What Can Job Seekers Do Right Now?

The pandemic forced a lot of change in the way job seekers look for work. For leaders, it changed how organizations screen and hire candidates. Just as hiring strategies adjusted, so did job search tactics. Talent needs continue to evolve, empowering job seekers to stand out among other job hopefuls. As I’ve said before, the most valuable employees are the ones with the drive to continue learning to improve or gain hard and soft skills. The more work professionals do to adapt and increase their value, the better they prepare for workforce shifts. As leaders, having discussions and encouraging workers to continue learning is beneficial for all. When workers have a sense of their organization’s direction, it’s easier to identify needed skills.

Staying True to What’s Important

This past year was a lot. Now we can begin working on flourishing. As the world of work continues to evolve, so should job descriptions. This past year highlighted the need for efficiency as well as new processes and responsibilities. Dynamic organizations continue clarifying what they look for in their workforces. I encourage job seekers, including Gen Z who are just now entering the workforce, to read workforce trends to stay aware of shifts and ahead of the curve. Fill in gaps with additional learning to improve both hard and soft skills. In the past year, we saw a ‘fast and furious’ approach to automation. While this created efficiency, it also widened the skills gap. Let’s take lessons learned to build more resiliency. Even with automation increasing, there are capabilities machines can’t replace, such as critical thinking and creativity.  Information is at our fingertips and provides an opportunity to take charge of our professional success.

With lockdowns, supply chain disruptions and needs for top talent, we’re experiencing some shortages. However, temporary hiring is on the rise. As businesses work to meet increases in consumer demands, contingent work is ideal for both employers and employees. For companies, incorporating contingent workers into their workforces provides flexibility to hire workers with needed skills for short- or long-term projects and is also a cost-effective option. For workers, contingent or temporary work is a viable way to reenter the workforce, gain experience and have flexibility. As we rebuild our workforce, contingent work remains a norm in the world of work, and it’s a topic we’ll follow together. 

Steady job growth is predicted, but the pandemic’s impacts aren’t history just yet. We still have work to do to get back to pre-pandemic employment levels and rebuild a diverse, equitable workforce. Job seekers and professionals looking to move up in their careers are already working towards finding their next opportunities. As business leaders, there are things we can do to help our workforce reach its potential. For job seekers, I have faith in their ability to survive and thrive in the constantly evolving world of work. We’ve all grown and gained insight since March 2020. Let’s take our experiences and apply them as we move forward towards success.

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