Although the pandemic isn’t over, businesses are getting back to the “new normal” and resuming daily activities – including hiring new employees.
How has hiring changed since the pandemic? In this post, we will explore several ways recruiting, interviewing and hiring has changed for the long run.
Tight labor market
Now that businesses are moving back to normal operations, the labor market is extremely competitive. There is a nationwide shortage of qualified candidates and a greater number of open opportunities, and this translates into an ideal situation for candidates. Job seekers have more options than normal, and recruiters/hiring managers need to realize this so they don’t miss out on the perfect candidate. Interview processes should move as efficiently as possible due to candidates having several options, and salaries should be competitive compared to the market.
Virtual interviewing
Gone are the days when you would have to book a flight for a face-to-face interview. Due to the ease and accessibility of Zoom, hiring managers have found it is much more time and cost-efficient to interview candidates virtually. Instead of practicing your strong handshake, make sure your Wifi connection is solid, you have good lighting, and a neutral background before hopping on the call.
A focus on DE&I hiring
More candidates are now focusing on a company’s Diversity, Equity, and Inclusion priorities, and “will make job choices based on their assessment of a company’s visible DE&I commitment.” There is also a high demand for leaders of color, as organizations have internally evaluated the amount of diversity on their teams and realized they were lacking. The demand for leaders of color has been extremely high and that demand isn’t decreasing anytime soon.
Normalization of remote work
During the height of the pandemic, a large number of employers allowed their employees to work from home for the very first time. Now that employees are used to a remote situation, many are demanding a remote or hybrid work setup from their next job. Hiring managers should be upfront about their WFH policy, as some candidates won’t even consider interviewing with a company that is 100% in-person. The positive side of remote work for organizations is a major widening of the talent pool, as you’re no longer confined to sourcing candidates from a particular location or proximity to headquarters.
Although these changes may seem groundbreaking, these trends have been steadily growing steam prior to COVID-19. The pandemic has only intensified and accelerated these shifts in the labor market, and we all will have to adapt in order for continued success.
Sources:
https://hbr.org/podcast/2021/03/new-recruiting-strategies-for-a-post-covid-world
