With the impact of COVID-19 and the world confused, we are all questioning what will happen next? What will we, as recruiters, do when this is all over? There are a few things to consider in order to be proactive, protective, and prepared.
Be a Leader
Recruiters have the reputation of being strong mentors when considering workforce planning and this matter has recently surfaced. It is our job now to help provide the insights companies need in order to transition to a more effective workforce plan as we head into 2021. What will give these companies a competitive edge to thrive in the changing work environment? It is our chance to step up to the plate and help solve these ‘what will we do next’ problems; usually concerning transitions in diversity, productivity, retention, and anything in between.
It’s Not a Phase…
Remote and virtual work is a new wave, but is here to stay. Insights from LinkedIn reported that 70% of talent acquisition professionals say virtual recruiting is going to become the new standard as we progress through the pandemic and post-pandemic. It is time to refine and see where you can optimize your current strategies. Do you need to reconsider your tech system? Do you need to put more emphasis on your candidate experience? It is time to think about what you need to do next in order to prepare for the virtual future of the business world.
Being a recruiter, you know that your skill set has to be flexible and constantly changing. In 2020, the most important skills to have were personal development, diversity and inclusion, and talent pipelining. In the coming year, we need to learn how to become more adaptable. When I say adaptable, I mean that in recessions or spikes in hiring we have to be the factor that stays constant and consistent. We need to align our skills and do what needs to be done to stay consistent!
Now more so than ever in 2020 and 2021 diversity is a pressing issue that needs to be taken into consideration on the organizational level. It is time to become more serious with inclusion and make it a priority when it comes to hiring. Expand your talent pools with candidates of underrepresented groups. Create change and be the reason that there is higher inclusivity among workplaces.
It is essential to stay proactive and to consider your current strategy. 2021 will be a year of change so it’s time to embrace and rework current strategies in order to prepare yourself and your company in the coming year. Goodbye 2020, hello 2021!