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Covid-19 pandemic forces the world to bend in so many ways. The situation surrounding it accelerated new trends in the corporate world, resulting in a huge shift in hiring and workers’ responsibilities. Hiring radically took a new turn at the peak of the Covid-19 pandemic, and even despite the ease in government restrictions, things have never remained the same with recruiting and workers’ expectations from firms. Now, virtual recruiting, upskilling, internal mobility, and more are being prioritized by recruiters and companies to fit perfectly into the new reality the Covid-19 pandemic imposed on us. Recruiters have replaced the traditional physical assessment with virtual recruiting and look out for candidates’ new traits. Likewise, candidates too have gotten used to working from anywhere.

So, this article will explore how hiring and workers’ responsibilities might change post Covid-19.

1) Shift in Workers Expectation

Entrepreneur working remotely while relaxed on bean bag chair

The restrictions that come with the pandemic change the dynamics of the labour market. Since workers work remotely, they now choose who to work for based on their expectations. Perks like cool workspaces, catered lunch, onsite recreation facilities are not enough to attract candidates anymore. Thus, organizations must think of ways to rebrand their jobs and presentations to suit candidates’ fancies. Through this, organizations can attract the best candidates. But what are candidates’ expectations post-Covid?

According to a survey conducted by Gartner, an advisory firm, it was discovered that candidates have new expectations for work. Top-quality candidates don’t just jump on a job offer with perks peculiar to pre-COVID like competition remuneration and benefits. Now,  they are also on the look out for flexibility in the job. Working remotely has to give workers freedom over their time. Most workers won’t want to jettison the freedom they have grown accustomed to. Even when things return to normal, top workers now want jobs that allow them to control their time.

So, organizations, especially startups, need to consider this when putting out job posts. Startups need to make their offers more humanely to attract the best candidates. The startup job offer should have the right value proposition that provides some flexibility for them. This will attract the most appropriate set of candidates to your organization and improves its productivity.

2) Good Wellness Package

Aside from flexibility, another thing prospective candidates consider in organizations is their wellness programs. Startups now need to attract candidates with programs that support employees’ mental health. The Covid era has not been easy. Some have had to deal with family issues, public health crisis, and financial insecurity.

What are the wellness programs startups may consider for their workers’ well-being? They are stress reduction, weight loss, smoking cessation, health risk assessment, health screenings, exercise, nutrition education, and vaccination programs.

Startups may set a day aside for their workers’ mental health. Similarly, they can give their employees flexible time off to deal with personal issues. The year has been a turbulent one for most families.

3) Get Comfortable and Ready to Hire Remotely

Another new trend that is here to stay is virtual and automated hiring because it saves cost and time. Also, virtual hiring removes the distance barrier associated with recruiting. It allows you to streamline the hiring processes and reach out to wider candidates worldwide, exposing you to exceptional candidates. Most recruiters have gotten used to it and are not letting go. Rather, they are thinking about how to improve its level of effectiveness continually. Post-Covid, most organizations will retain the remote recruitment process, but only admix it with in-person components to recruit the best candidates. What’s the best way organizations can go about this?

One of the major things startups need to do is refine their virtual processes and continually devise measures to incorporate human input. Also, startups should develop a concrete plan on using the virtual and in-person hiring approach for the effective recruiting process. They may use virtual recruiting processes for the preliminary stage of the recruitment and then use an in-person hiring approach for other stages that require more evaluation. And organizations may dedicate the whole entry-level recruitment process to virtual recruitment. Then. use both virtual and in-person hiring approaches for the executive level candidates.

4) Being Upfront About Career Goals Will Attract New Hires

Startup team joining hands in workspace

Most candidates are looking to work for a company that supports and enhances their career goals. Some workers’ job losses due to lack of proper contingency plans have made it essential for employees to consider their goal and how to support them.

Therefore, instead of the traditional way of attracting top candidates like well-polished offices and other juicy perks, companies will focus more on showing you how they plan to enhance your career growth through their goals and expansion plans. Startups are increasingly intimating recruits about measures put in place to support their recruits’ career growth.

A new trend that is likely to stick is startups getting upfront with new hires about their career track. Also, recruiters are now publicizing their place for supporting workers, customers, and their environment. Hence, it is expedient for a startup to provide new hires a vivid picture of its expansion plan and future goals. It fosters diligence and commitment in workers.

5) Recruiting Will Focus More On Developing Than Hiring

The not-so-supported internal mobility pre-Covid will become a norm post-Covid. A survey conducted by LinkedIn showed that internal mobility increased by 20% since the beginning of Covid-19. When things get back to normal, it is projected that some startups will improve their workforce through internal mobility activities linked with reskilling initiatives or engaging contingent talent instead of hiring new workers externally. Also, startups can move from fixed jobs toward project-based cross-functional work due to changing business needs.

Internal mobility comes with benefits like low costs, improved workers’ skills, increased engagement, a shorter hiring process, and improved retention. According to a LinkedIn survey, workers stay 41 percent longer at companies that hire internally than those who don’t. 

6) New Skill Sets

It is unequivocal that Covid changed some traditional ways of doing things. So, after Covid, recruiters will look at some new skill sets when hiring. Due to the effect of Covid, some of the most sought after skills in 2021 are adaptability, continual personal development, time management, collaboration, emotional intelligence, creativity and resilience. This skill will form an integral part of recruitment in the future. Thus, startups hiring new employees in 2021 and beyond should determine the technical skills and soft skills required to navigate dynamic job roles and shifting office setups in a rapidly changing business environment.

What hiring trends do you think startups should follow post-Covid? Let us know down in the comments.

This article originally published on GREY Journal.