The world of recruiting, almost like every other aspect of life, has evolved at a rapid pace since 2021. Now that we’re entering into what could be the beginnings of a period of stability, it’s clear that some of the recent recruiting and hiring trends are here to stay.
Virtual work atmosphere. When the pandemic first struck, candidates and hiring managers wondered how they could accept a job offer or make a hire without ever meeting in person. Today, it is assumed that interviews will be conducted via video conference, and many candidates and managers do not meet in person. We are in an extraordinary period of adaptation that will almost certainly change the world of work — forever.
While it’s too early to predict what that will look like, it appears that virtual work arrangements are here to stay. Many candidates are actively looking for jobs that will allow them to work from home, at least part-time, and employers are quickly developing flexible work policies to accommodate those who want to come into the office, those who don’t, and the many people in between.
A competitive talent market. There was a significant slowdown in hiring when the pandemic first hit. That, however, did not last long. We are now in a market with a significant shortage of talent as well as an increase in the number of opportunities. There are several reasons for this, including the fact that many people postponed plans for hiring or transitioning during the pandemic but are now ready to act.
If you’re a candidate, this almost certainly means that you’ll face strong competition, but it also means that you may be able to increase pay ranges. If you’re a hiring manager, it’s critical to understand that a tight market means you may have fewer options, you may lose candidates if the process takes too long, and you may have to raise salaries.
Burnout in leadership. The stress and rapid pace of change in the last year and a half cannot be overlooked. We’ve seen home sheltering, a rapid evolution of how and when we work, how our children go to school, and how we live our lives on a daily basis — all while continuing to meet workplace demands with a completely new set of parameters. All of this has led to burnout among leaders in a variety of industries. There is a substantial body of research and writing on post-pandemic (if that is what we truly are) burnout.
Extraordinary leadership was required to keep the business afloat and meet the needs of the employees while also juggling personal and family obligations. Leaders rose to the occasion, but the crisis lasted so long that exhaustion was unavoidable.
It’s difficult to imagine taking on a new challenge in this state, and it’s difficult to stay inspired or inspire others. Whether you’re a job seeker, a manager, or both, it’s critical to recognize any signs of burnout and take steps toward self-care. The road ahead is still uncertain, but one thing is certain: leadership will be required.
The trends described above undoubtedly have major difficulties. However, they also represent opportunities to bring in new leadership and perspectives, consider new ways of working and culture building, and be creative and thoughtful about supporting leaders who are emerging from a period of extreme stress.
Whether you’re looking for a new job or looking to hire, be aware of the current factors influencing recruiting so you can position yourself to capitalize on opportunities and respond to challenges.