The future of recruitment and work post-pandemic

The world of work has gone through a lot of changes in the past year as a result of the pandemic. This blog looks at the changes that have taken place and what the job market and recruitment sector may look like in the future. 

Remote or hybrid working arrangements 

The pandemic has accelerated the trend towards more flexible working arrangements such as fully remote work or hybrid working models. This means recruiters will need to be equipped to carry out both in-person and fully remote recruitment in order to find the right candidates for varying organisational structures.

Remote hiring 

Because organisations are no longer restricted to local candidates, remote recruitment is here to stay. Recruiters need to have robust processes in place to allow them to source, pre-screen, interview, and onboard employees with the aid of remote tools such as virtual meeting software. Video interviews have also become, and will continue to be, an integral part of the hiring process because they cut the time to hire and offer recruiters the ability to tap into a broader talent pool. 

The adoption of new recruitment technology 

Remote recruitment and the use of recruitment technology go hand in hand. This technology will not replace recruiters but platforms such as applicant tracking systems and client relationship management systems can help recruiters keep on top of all their information in one place.

The use of newer technologies such as artificial intelligence also provides an opportunity to reduce unconscious biases in the hiring process and allows recruiters to reach a wider talent pool. AI can be used to write inclusive and high-performing job posts, analyse video interviews by scanning a candidate’s facial expressions and body language, power chatbots, and more.

To make the most of the latest in recruitment technologies, recruitment agencies may add non-recruitment specialists to their teams such as individuals specialising in talent analytics, recruitment marketing, and recruitment technology. 

Focus on interpersonal skills 

With the rise of flexible working arrangements, interpersonal skills such as self-motivation, communication, and being able to take initiative will be highly desired by employers because they support a person’s ability to work effectively without supervision. There will also be an increased focus on delivery and outcomes instead of presenteeism as workers set their own deadlines outside of the traditional 9-5 workday. With many workers considering a career change post-pandemic, a candidate’s skills, personality traits, and behavioural patterns may become more important than their experience as workers enter roles in new or evolving industries. 

Prioritising Diversity, Equity, and Inclusion (DEI)

As organisations increasingly recognise the value of having a diverse workforce, DEI will remain a focus area for recruiters going forward. With the rise of remote working, recruiters have already seen more diverse talent become available because they are no longer restricted by geography. To stay ahead in today’s competitive talent landscape, recruiters will also need to focus on engaging passive talent with a personalised approach.