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Status of Hiring Post Pandemic

COVID-19 shook the hiring panorama like a deadly storm. In simple weeks, tens of thousands and thousands of humans have been laid off or ...

COVID-19 shook the hiring panorama like a deadly storm. In simple weeks, tens of thousands and thousands of humans have been laid off or furloughed. Millions extra discovered themselves running from their eating rooms, kitchens, or visitor rooms to work. With even neighborhood journeys curtailed, recruiters needed to undertake new approaches of figuring out and connecting with applicants. Hiring managers leveraged video structures to behavior interviews and provide applicants an experience in their enterprise’s subculture and worker experience. The pandemic closes down offices, retail sites, and different offices throughout the economy. Candidates performed their activity at the same time as markets teetered and employers struggled to shift their enterprise models. The complete recruiting manner, from professional festivals to onboarding, has become virtual. Meanwhile, the dynamics of locating the proper skills shifted. Hiring managers and recruiters commenced sourcing applicants from inside their current team of workers. According to LinkedIn, employers’ use of inner mobility extended significantly between April and August 2020. And if the proper applicants weren’t to be had locally, organizations took advantage of the virtual era to increase their seek to remote locations. In one study, 79% of employers stated they’d be capable of locating higher applicants if they weren’t restrained to the ones dwelling inside commuting distance in their office.

Parabolical Changes in Work Dynamics

Although the world is still fluctuating between ‘In-Pandemic’ and ‘Post-Pandemic’ due to the constant mutation of the virus. The place of business of 2021 is more vibrant, digitized, and adaptable than it has ever been, and it is more likely than ever before to reflect the attitudes of the outside world. The workforce is becoming more aggressive in its approach to work and life, and many people's views on work are changing.There is no doubt that today's employees want their employers to provide them with the flexibility they require to blend work and life. At the same time, they insist their company gives improvement opportunities that help in their professional growth, an experience of purpose, and famous values that align with their own. Whether you’re a candidate, a hiring manager, or a recruiter, expertise in those dynamics is critical. Recruiting is intrinsically human, after all, and the manner of seeking out skilled jobs or looking for new employees is impacted as much with the aid of using private choice as it is with the aid of using enterprise situations and economics. Today’s employees don’t reflect on consideration of work-existence stability as much as work-existence integration. They are media savvy, socially relevant, and have made the conscious decision to lead their lives their way. Organizations used to regulate the type of era employees employed. Employers must now adjust to a variety of manufacturers and tool types as employees choose for themselves the solutions that best suit their way of working—and their way of life. Such trends have been gaining traction even before COVID-19. In the middle of all this sits skills acquisition. New expectancies from personnel and new era embraced with the aid of using purchasers have fuelled modifications in how applicants search for work in addition to how and in which they do their jobs. The team of workers has gone through essential modifications in the latest years, and the maximum critical modifications might be in play a few times.

Major Changes in Hiring Techniques

As hiring decreased and unemployment surged during the epidemic, many firms put their talent acquisition teams to work improving pipelines and implementing new technology. In other cases, management wanted to ensure that whenever the economy rebounded, companies could rapidly resume hiring. Hiring has been more difficult in recent years, particularly for businesses that rely on office labor. In-person interviews are off the charts now, and talent acquisition and hiring managers must now collaborate digitally. Virtual recruiting, according to most talent acquisition professionals, will become commonplace. Video-based recruiting tools have burdened talent acquisition teams with a slew of administrative responsibilities.

How Pandemic changed the working style

Until now, the classification of workers has been relatively simple. They were either working in a full manner or as part-time workers. The Beginning of 2010 saw corporations hiring Online platform workers, independent contractors, and temporary workers. Freelancers are hired on a regular basis. Dispatch enables companies to reduce overall costs and increase flexibility. At the same time, young workers believe that casual work gives them more control over their lifestyle and income. According to some labor-management firms, more than half of skilled workers will be self-employed by the end of 2021. Many employers in other industries will use them for everything from calling customer service to coding web pages. The high availability of posted workers allows organizations to develop more dynamic talent management strategies. Part-time and contract employees enable organizations to respond quickly to changing business conditions or sales cycles by expanding or contracting their workforce. Communication and collaboration technology allows more employees to work from anywhere. As remote working becomes more accessible, industries such as technology, finance, and professional services have sought more candidates, no matter where they are.The Pandemic not only affected the work culture but has significantly affected the labor laws of India as well. (Read: Labour codes: Cost OF liability to go up, less take-home pay for workerss )


The workplace and the workforce have been separated and work, home and school have been integrated. Technology is taking humanity out of the office and bringing it home every day across the country. We build a culture outside of construction that supports a level playing field and allows us to showcase our talents from anywhere. It's time to embrace a truly global talent pool that can be used to drive growth, no matter where people live. In short, a global talent pool has arrived. If a company has the culture, the trust, and the technology to manage it, human capital is the new global currency. Most talent acquisition professionals believe that virtual recruiting will become the norm. The video recruitment system imposes several management tasks on talent acquisition teams.

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