Six months into ERG, 12 months into the pandemic.

March 2021 represents three things to me - firstly its a year since the Global Pandemic was announced, secondly its also a year since I actually travelled. Lastly it's now been 6 months since I started ERG.

It is always a scary thing to do, but I am very happy to be here, 6 months later, feeling very positive about what the future holds for me - and our vertical.

For me, I have managed to have assignments and placements from India, Qatar, the UK and the US. I have found new roles for released industry colleagues, I have also poached a couple too....The fastest hire was a week from assignment to acceptance of offer. I will always owe a debt of thanks to those companies and industry bodies who were willing to put their trust in my new business and allow me to flourish far faster than I had anticipated.

Today, the arrival of vaccination has really changed our landscape.

Here in the UK we have vaccinated a significant chunk of our older population, and are rapidly moving down the list to cover everyone else. I admit to a feeling of pride in the Oxford Vaccine – globally offered at cost throughout the pandemic.

Elsewhere, the US, after a shaky start is ramping up fast and have already administered over 92m doses.

The impact of COVID on our Vertical was dramatic, indifferent to the suffering of friends and colleagues. Within months, jobs were furloughed or terminated with varying degrees of compassion.

This has pretty much continued throughout the Pandemic.

Businesses have suffered – Hotels empty, MICE business down to Zero, Hotel HQ’s & regional offices decimated with job cuts and restructuring. The supplier community struggling to retain support contracts and maintain some sales activity.

Today…..the challenge moves a little. Those green shoots are very much here, that light is for sure not another train. However, even with Covid on the retreat, it will be a while till our industry looks like it did in 2019.

Today we move towards M&A activity. Those that weathered the storm will now be examining the other survivors, looking for Distress sale. Some Mergers have been less than comfortable for staff who hoped that the worse was over. I know some great leaders now looking for new roles.

Tomorrow though…. that will be the bigger challenge for businesses coming out the other side.

As jobs become more available, what about the raft of less than satisfied staff who have weathered the storm because they thought it best to hang on for dear life?

Businesses have approached their survival in a variety of ways, some with a great deal of compassion for their staff, others with a more robust approach.

Candidate’s questions at interview may well now include gaining an understanding of how the company reacted to the Pandemic, the business decisions that were made re staffing.

In conclusion, there will continue to be a steady stream of great candidates looking to return to our vertical or looking to move within. If you want the best candidates to join you, it is important to know how to address what happened. Also if you don’t want your valuable staff and future leaders to walk, make sure they feel valued and appreciated for their work, especially over what has been and continues to be challenging times.