The End Of Lockdown And Recruitment Strategy

Lockdowns have no doubt had a big impact on the recruitment sector over the past year, but we are now hopefully are beginning to get back on track. With furlough, redundancies and new openings being created in a number of companies that have seen new business avenues, there’s much to learn about the recruitment strategy of the future. Some of the new considerations will be brought about by companies embracing technology in order to continue their business throughout lockdown, whereas others may now feel that the old CV, interview, hire process is out of date and may have new ideas about how to go about getting the right talent for their business. 

We see restructuring within labour forces as the world reopens.

During lockdowns, many workers, especially those furloughed or fired, have used the time to rethink their future. Some have benefitted from retraining or simply changing career path, not wishing to go back or search for work within the industry they have previously. For others, they may have enjoyed their time working from home and will be reluctant to return to offices if demanded, or conversely, their company may wish them to continue working from home and they miss the buzz of the office and choose to seek employment elsewhere. These sweeping changes may give recruiters a more diverse pool of talent to choose from, depending on their industry. However, some industries may find it difficult to fill the gaps left by those who have left their industries for what they see as a more secure future. 

What should recruiters be doing post lockdown?

There are several things recruiters should be looking at doing now restrictions are (hopefully) coming to an end. These could include:

 

Identifying the new ‘normal’ – Whatever your specialism, you will undoubtedly recognise the need for a different approach going forward.  Changes may stem from candidates’ reluctance to meet in person, the greater use of online video interviewing or supporting those seeking new industries to move forward in.  

Training – If a business has changed and evolved in lockdown, this could mean older roles are now somewhat redundant. Companies will be considering the creation of new roles post-lockdown but may also be considering training those in more tenuous positions upskilling to fill these roles.  

Non-permanent positions – There could be some recruiters that may be nervous about taking on a permanent employee post-lockdown, such was the uncertainty of the last year. We may see a rise in the number of temp-to-perm contracts as people assess whether the changes they’ve made post-pandemic require a permanent. Employee.

A spike in recruitment – Now is not the time for recruiters to be coy about seeking out new talent. There will be a significant rise in the number of good candidates open to new opportunities, bringing a wealth of potentially great experience with them.  Previously they may not have been seen as a prospect, however, they may have personal or business experience ripe for repurposing if a company is open minded enough to snap them up. 

Cross industry candidates – Recruiters should seek to support diversity and inclusion by including candidates with diverse backgrounds on shortlists for roles and highlight the benefits that can be gained by hiring candidates with skills gained in other industries. Providing advice and support to both candidate and company will help those looking to change industries adjust and become a worthwhile investment.  

Reconnect with existing contacts – Lockdown working has changed what not only those seeking work are looking for, but also what many employers are looking for.  Businesses that would not consider anyone from out of area or who wanted to spend some time home working may no longer see this as a barrier for the right candidate.  Post-pandemic recruitment should facilitate the possibilities opened up for a more fluid workforce, the more ‘flexible’ approach both offered to and demanded by both employers and employees alike. 

Moving forward

With what we hope is the last of blanket lockdowns at least in the UK the future for candidates seeking technical roles is bright whatever your niche or experience, from automation and robotics to IT and infrastructure life during lockdown has increased the need for technical staff.  Brexit in addition to lockdowns has identified supply chain issues for many businesses so they are looking for technical assistance to overcome them, leading to what is likely to be an exciting time for technical recruitment in particular as well as recruitment in general.

Getting help

Businesses struggling to fill open positions should consider approaching specialist recruitment consultants such as Cartisian, who offer permanent, interim and contract recruitment service. Recruiters identifying needs and strategies demanded as we move beyond the limitations Covid-19 has forced upon us will be the best at helping companies find the perfect candidate.

Embracing the changes to working life enables recruiters be able to meet the surge in jobs and those seeking them as workforces rebalance and normality resumes.

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