Recruitment Trends In 2021.

Well, what a year it has been, and one we certainly do not want to be repeated in any way shape or form, as we have all been put through the wringer this year regardless of our role or industry and this has placed a huge toll on not only the organisations we are part of but our own mental health and well being. On the flip side, It's been good to see so many organisations truly invest in their people and take steps to ensure they address their peoples health at this time with some innovation around this but there are also a few that need to do more in this space. 

I've certainly noticed over the past few weeks that people are exhausted and crawling to the end of the year as best they can and looking forward to a break. It seems none of us has had a true break in 2020 and the end of the year can't come quick enough for most of us. That being said, batten down the hatches as 2021 will not be an easy ride, for anyone. We are really only a few weeks away from most of us getting a break. Hopefully, this time can be spent recharging the batteries, spending it with family and friends and even getting in a few BBQ's with the appropriate beverages to go along with it.

So what will 2021 hold from a recruitment perspective, well I have polished up the crystal ball and I am prepared to make a few predictions:

• Organisations will look to pivot - Organisations will still look to pivot (yes, one of those 2020 buzzwords) in 2021; organisations will still be striping back their businesses and look for additional revenue streams where they are able to. This will mean increased opportunities for candidates and in many cases, additional headcounts for organisations. 
• Top talent will be in short supply - Yes, due to COVID there will be more people in the labour pool but a lot of sectors will still find it difficult to attract top talent. Candidates will also be concerned and thinking twice about a change of organisation, the number one motivating factor for candidates over the foreseeable future is job security in a role and a lot will be switching to the view that sometimes the grass is not always greener on the other side. So they will be balancing the risk of a potential change and in many cases, candidates will not be considering a move over the next 12-18 months.
• Flexi working arrangements - The whole of NZ effectively went agile in 48 hours as a result of COVID, organisations have had the ability to test if this model works for them or not. It's important to remember that it does not work for every organisation but these conversations are now commonplace within organisations and yes, even for a Gen-X like myself (by the way, I am not a fan of remote working. It must be the extrovert in me but I need to be around people and soak up the energy of a room).
• The dreaded counter offer - Organisations will not want to lose top talent, pre-COVID if a resignation was received it was ‘oh well, they want to move on’ but post-COVID organisations are making substantial counter offers to retain people. This is also just not dollar-based but counter offers also can include all that is on an employee wish list. These will be commonplace in 2020 and beyond.   
• The candidate experience - It will be an extremely competitive market for top talent and the companies that can offer a high-end consumer-level experience and provide a great candidate experience focusing on engaging with and making the candidate feel valued throughout the process, will win top talent. Organisations that attract top talent will be adept at creating an experience that turns candidates into valued employees. 
• Organisations are hiring for soft skills - We have seen a trend in recent years for companies to hire for soft skills and we expect this trend to accelerate. The demand and focus for skills such as resilience, social and emotional skills will continue to grow. Candidates that can display these soft skills in an interview situation will get a jump on the other candidates in the mix.

So there it is, all, some or none of the above may happen but it's my take on potentially how things could unfold in 2021. Happy as always to catch up for a coffee|wine and cover off any of the above, so feel free to reach out at any time on 027-4335263 or [email protected] 

I hope that you and your Whanau|family have a good break, enjoy each other's company and recharge those batteries as we prepare for what 2021 will throw at us and as we look to navigate our way through. Have a very Merry Christmas and a safe and happy New Year’s from myself and the team at Platinum Recruitment!