Let’s face it, remote work is here to stay. It not only changes how companies and employees work, but also promises to have a significant impact on talent acquisition.
And it’s easy to see why. During the past year, in the throes of the pandemic, many employees reconsidered how they spent their time and revisited their values.
As a result, many high-quality job candidates are now welcoming the opportunity to work from anywhere. This is in stark contrast to the past when they wouldn’t even have considered remote work as an option. For this reason, some say that 2021 will be a year of massive job turnover.
So, to bag the best talent, hiring leaders will need to up their hiring game to create best-in-class remote candidate experiences.
There are, however, certain challenges and realities they must face and deal with in the coming years. Let’s look at these realities and challenges in more detail.
Reality: Talent Will Be Increasingly Distributed
As a result of the pandemic, many employees will want to be closer to home, family, friends, or parents. The coming years will thus lead to a greater geographic redistribution of a company’s workforce. And central to this will be remote working.
This presents a significant challenge for companies. They need to consider compensation for a distributed workforce or what equitable compensation looks like for a remote workforce. They’ll also have to implement the necessary systems and strategies for better capacity planning, improving company culture, using technology, and ensuring employee visibility.
Challenge: Workforce Liquidity Will Be Key
Companies will increasingly need to move away from static jobs in siloed departments. They’ll have to be liquid enough to shift employees to new departments and projects as their business needs change. This ability will allow them to adapt quicker to changes in times of uncertainty and volatility.
This will also have a significant impact on hiring. Here, recruiters will need to focus more on job candidates’ potential and transferable skills. So, candidates’ employment or educational history and their capability to do certain jobs will be shifted to the back burner.
Challenge: Blended Workforces Are a Possibility
To achieve the agility and flexibility needed in these uncertain times, many companies will shift to blended workforces. In other words, they’ll focus on having a mix of permanent workers and contract workers.
This gives companies the ability to fill skills gaps as and when they happen without the necessary capital outlay of hiring permanently. As a result, they’ll be able to focus on cash preservation at times when cash flow is at a premium.
Reality: Diverse Talent Acquisition Is Key
During the pandemic, many companies pledged their support for greater diversity. Because remote work will expand the available talent pool, companies will now have access to traditionally underrepresented groups which will make this possible.
Recruiters will therefore be able to build diverse pipelines of candidates and advocate for them to be moved through the funnel. Recruiters will also play a crucial role in restructuring hiring processes to give effect to companies’ diversity goals.
Reality: Virtual Talent Acquisition Is the New Normal
Many companies embraced virtual recruitment during the pandemic and will continue to do so. As such, for companies wanting to hire the best talent in the coming years, virtual recruitment will be vital.
Fortunately, talent acquisition software can automate many recruitment processes, making them more efficient and streamlined. One technology that can bring about further improvements in the process, is artificial intelligence (AI).
It can help companies place job ads, screen resumes, and schedule interviews. This could end up saving companies time, money, and resources and makes it the must-have recruitment tool for the coming years.
The Bottom Line
The COVID-19 pandemic had a significant impact on talent acquisition and will reshape these processes in a post-COVID world. As such, it will determine who companies hire, how they hire, and what tools they use in the process.
For this reason, companies need to implement the necessary systems and tools that will enable them to adapt to this “new normal” and ensure they’re still able to hire the best talent.
It’s time for candidate-centered, connection-driven interviews.