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How COVID-19 shaped 2021 Hiring Trends
The past year has no doubt been an impactful one. Still in 2021 and beyond, we will see and feel changes to our processes in the workforce. This includes the recruiting and hiring industry. As 2020 wasn’t the greatest year for job outlooks, we look forward to different approaches to hiring and new talent acquisition trends to ease us along.
As COVID vaccinations become more and more common and it is more dealt with, businesses will be able to return to somewhat of a normal state. For many this may be the same as before the pandemic – for others, not so much.
What are some of those changes you ask? Here are some to note:
For many, this was a change that had never been done on a big scale before. Sending workers home to work remotely was a first, and could remain common now that employees have had a taste. When it comes to the hiring processes, it was safe for both parties to remain in their own locations. With the use of technology, it was possible to interview and facilitate the majority of onboarding without ever having to meet in-person.
Interviews will most likely continue to be done largely from remote locations, simply due to the fact that it saves time and costs. According to a LinkedIn survey, around 70% of professionals said that hiring processes will become increasingly standard.
The marquee question is: when will post-COVID begin? Since there could never truly be a definite “end” to the COVID virus, the virtual recruiting will look to continue to also act as something of a safety measure for both parties in the hiring process. Even more important through this process, is the use of an applicant tracking system. Being able to manage your job postings, send out pre-screening questionnaires and have paperless onboarding are huge benefits.
While these times of remote work are essential now for safety, many also speculate that we will return to workplaces with regular face-to-face interaction at some point. Humans are social beings, and so therefore it will be in our best interests to create some sort of balance.
Internal Hiring and Mobility
According to LinkedIn Data, internal mobility and job changes are up by 20 percent in the last year. With hiring budgets immediately slashed by many organizations last March, an increased look at already available talent was the way to go. Since many businesses will have the engagement of internal employees already, there are fewer costs and shorter hiring processes.
Another benefit of this process is greater retention. Retention and churn is something that many companies have tried to focus on in recent years with their own employees. As time goes on and people are well equipped to take on more challenging roles, they expect mobility options. This benefits both the employee and the company in the grand scheme of things. By working together to create mobility through additional skills and technology, this is an area that can gain pace in the new year.
Choosing to decide between building talent and adding headcount in your company can be a real challenge with uncertain times ahead. Ensuring you have flexibility and the means to react to immediate business needs would be the best strategy to approach 2021 with.
Diversity and Inclusion
For many individuals looking at job openings, one of the key things they tend to look at are its values. With this, comes its responsibilities towards its employees, greater society, its shareholders and so on. A focus for many organizations in this matter will include diversity, equity and inclusion in the workplace. According to Workplace Intelligence, 70% of job seekers said they want to work for a company that demonstrates a commitment to diversity and inclusion.
Advocating for more diverse pipelines will come through recruiting funnels. With any potential for bias being removed, creating this diversified workplace is imperative for many companies. For the opportunity awaits for recruiters to take lead on this initiative. Whether it be through interview panels, using data-driven reports or just having diversity goals to set forth – there is work to be done.
Expanded Skill Sets
Being able to adapt to the times is an increasingly important skill, especially if something such as 2020 happens. Through challenges, there will be ways to persevere and grasp at opportunities for some. For many recruiters, this meant learning and self-growth within the first months of the pandemic.
By providing new ways for outreach, talent acquisition and networking skills, hiring professionals can expect this to see results of this big wave in 2021 and beyond. One of the best investments you can make is in educating yourself, and that is seemingly what many did amidst COVID-19.
With this learning process, come tools that often make these challenging hiring needs easier and more timely. In using an applicant tracking system such as The Applicant Manager, the tools you need as a hiring professional are right at your fingertips. Given the ability to keep tabs on current applicants, update a job portal or even provide onboarding paperwork remotely – this is something that can make 2021 even easier.