Comment
By Sandra Innes
Covid-19 has undoubtedly changed the way both employers and employees think, the way we work, where our priorities lie – both personally and professionally – and what we are looking for from employers and employees alike.
Has this changed the jobs market and the people who are applying for roles? Yes, of course. Fewer people are leaving stable work as they seek security in an uncertain world. Jobs that were safe disappeared overnight and roles seen as “stop gaps” have gained essential status since 2020, for instance care givers, delivery drivers, and take away cooks.
The digitisation agenda has also accelerated as organisations have realised how much we rely on technology, especially now, as a large cohort of people work from home and will continue to do so for the foreseeable future. Our research has shown that digitisation is a key growth recruiting area, along with technical automation, robotics and operational management.
READ MORE: Quality, not quantity, is key to better recruitment
If the growth is in specific roles, the market for talent in those areas is going to get competitive. Companies will need a great attraction campaign and a friction-free application process to ensure they are ready to capture the best talent for their business.
What of our school leavers in this undulating hiring environment? They are starting to question the commitment of going to university and the benefits it brings, so it is likely that the demand for apprenticeships will increase. And,as I’ve touched on in previous articles, candidates of all ages will continue to look for organisations whose values align with theirs.
One organisation I interviewed believed support functions will reduce in 2021, with shared services being outsourced overseas. What I didn’t expect was the focus on softer skills. As one global head of talent told me:“It’s about emotional intelligence. Authentic leadership in a virtual world.”
READ MORE: Time to take the penguins for a walk
Covid has highlighted the need for employers to stand out and the winners will be those that put their people first and understand the personal impact of the pandemic. Employers who show altruism and heart will be more likely to have a loyal workforce for the future.
So, when you have found the right person and they like your company culture, how will your new employee be kept engaged? Our advice to organisations is to have a great onboarding experience so that new hires feel rewarded and understand the values of the company they have joined. Examining your business culture to ensure it has shifted during the pandemic to offer the experience employees want will save you hiring time and money in the long term, and prevent needless staff turnover.
Sandra Innes is client relationship director with TMP Worldwide
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