Working from home has become the new mode of operation for lots of businesses who prior to Lockdown had been firmly opposed to it. Why – companies have realised by trying that it can work.
Without being able to make an assumption yet on what the post-Covid19 world will look like, we can certainly ask ourselves what this forced ‘work from home’ experiment will mean for job markets and recruitment?
The working from home shock experience has had its positives within many workplaces as it has forced innovation, growth, and new ways of thinking. Workers have experienced personal and economic benefits from working from home while our planet benefits from a drop in pollution caused by minimal travel. It also allowed employees and employers to be versatile and adaptable, and for some of them it has even allowed for positive change of career or diversification of their current role.
On Route to a Globalised Workforce?
As the majority of people are now able to work from anywhere this could completely transform our job market. Competition for roles could, in theory, become global regardless of the location of potential applicants with geography no longer putting a restraint in place – a truly globalised market.
Whilst we have seen global completion for talent for the most strategic jobs for a long time, for most jobs there has been a limited local talent pool. If you applied for a job at a local company, you could be sure that there were only a certain number of potential candidates that would apply for the same job. A global job market could mean that there could be potentially thousands of applicants, and they could be from anywhere in the country, or indeed in the world.
Although we can’t be sure where companies will hire their future resources from, we have started to see a change on what they are looking for. Some job skills will be likely to be in high demand in the post-Coronavirus world.
Post Covid19 Job Market: New Skills Required
One way to remain relevant in a post-Corona Virus world? – Commit to a lifetime of learning.
Most employers who currently have open roles within the job market have started to update what types of skills that they are looking for.
For example, we can observe that technological savviness, creativity, innovation and data literacy are becoming key for some companies in the profiles they are looking for. Those new skills will allow businesses to be more resilient in case of future pandemics. Also, people equipped with skills to understand data will help companies to serve customers better during and after any pandemic and therefore keeping the business running smoothly.
Finally, emotional intelligence has also started to appear in some of the new skills required on job adverts. Being key to connect on an emotional level for some people has made a big difference during the pandemic for some businesses. Having employees gifted with this skill will be a real plus in the future.
To conclude, if you want your future hiring plan to adapt to the job market post covid19, make sure you look back at the key skills you were missing within your business and your teams during the pandemic and how these voids in skill set can be filled going forwards. As a business be aware of all the technological advances and data that is at your disposal however, it is imperative you don’t lose sight of the human emotional element when making a new addition to your team.
If you feel like you need help or any support to put this plan into implementation, please don’t hesitate to contact us.
Next week we will be publishing Part 2 – Why now is the best time to hire.
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