In the last two years, there has been a lot of talk about whether we will ever return to the office or whether the work has completely changed due to the Covid-19 epidemic. Many believed that we and the workplace had completely changed and that workers would not have to return to the office in the way we knew before the plague. After that, we saw the rapid rise of the “mixed workspace,” and suddenly, everyone was talking about this new term as if it had been between us for years. Thus, flexible recruitment and team management practices will go a long way to the overall success of the company.

Some of the world’s largest corporations have even gone so far as to completely renovate their office space, making it worthwhile to visit the office from time to time rather than the highest 9-5 office service. But, nothing lasts forever, and we are seeing an increase in companies starting to want their employees back in the office.

According to data from the U.S. Bureau of Labor Statistics as of April 1, only 10 percent of U.S. workers worked away in March.

So, are we all lost in this flexible but confusing work environment? And is there a way to improve the health of employees considering the success of the company?

The truth is, there is no secret cooking company and its HR teams can follow through to overcome these changes we are seeing.

Return to the office: Optimize your recruitment 

Research is a job that is constantly evolving with new realities in every company and in the world outside of it. Thus, recruitment depends on a variety of factors, including the recent epidemic, localization, culture and racial differences, technological advances, and many other factors.

Therefore, recruitment as a field requires constant adapting and flexibility in its approach, especially in this post-pandemic period! So here are some things to keep in mind when recruiting new talent these days: 

  1. Battle fiercely competitive job market
  2. Focus on skills instead of roles
  3. Consider contingent workers
  4. Leverage recruitment technology
Battle fiercely competitive job market 

If we thought the job market was competitive a few years ago, we were in shock! In the midst of the epidemic, we began to see the rise of Great Resignation and the kind of labor release hitting the labor market. As a result, the former firm-centric labor market rapidly shifted to the representative-center market. This means that racial segregation in employment has completely disappeared, and competitors have begun to focus on their mental health and the need for a workplace that they deem appropriate.

In such a market, it is easy for the HR department and, in particular, the recruitment team of the company to lose with all the new requirements of the competitors considering the goals of the company.

However, setting up a flexible recruitment strategy that combines:

  1. Rounded candidate experience, 
  2. Building a recognizable employer brand so that the candidates know what you stand for as a company and what they can expect from working at your company
  3. While leveraging recruiting marketing strategy to know precisely in front of which candidates to put your job ads will help you will stand out from the companies.

The key is to “look at how the job market is breathing” and explore ways in which you can offer and deliver your options and services to your organization. The post-epidemic period is not only the current situation in the labor market but also everything that happens in the future. And, the market will continue to find change in the future, the creation of a search engine that can capture change in it is the key.

Focus on skills instead of roles 

One way to improve your recruiting process is to focus on the hard and gentle skills of your students and employees and make it a paid base according to your usage. The traditional way of looking at the jobs you hire may no longer be right for your company. Because of the ever-changing changes in the way we work – especially in light of the ban-induced restrictions, your employees need to change.

As new research shows, many employees refuse to return full-time, although many managers try to force them to return. Although managers are approaching the imposition of pay cuts and other sanctions, the freedom employees have experienced from being able to work from home (without deteriorating success rates) is never even taken away from them.

Therefore, the goal is not to force something on the staff and surprise them when competitors start taking your talent but to hire people who will be able to create a great job even if they get the freedom to work from home. And they want the right skills, not necessarily related to their field of work.

Consider contingent workers

One pretty practical piece of advice we can give you for recruiting in this “newest normal” is to increase your attention to contingent workers. Occasional work is becoming increasingly popular worldwide. The pandemic only lasted and pushed forward this trend, which began to develop even before the pandemic.

If your company is developing a specific model of work after the pandemic – for example, decides to accept only on-site work but you are struggling to perform certain jobs in this way, consider outsourcing to self-employed workers.

You can continue to build a culture that works for your company and has the best talent working on each project. Additionally, hiring contingent workers has other benefits associated with decreasing the cost of each employee. Take a look at the article Advantages and Disadvantages of Hiring Full-Time, Part-Time, and Self-Employed Employees to see what workers fit into your organization’s post-pandemic.

Leverage recruitment technology

If we have learned anything from the pandemic, technology is our outstretched arm at work. We can’t even imagine the period of pandemics and blockades if it weren’t for technology to keep us all connected. At work, it enabled us to continue acting almost as if there were no global pandemic occurring outside our homes. Unfortunately, when it comes to recruiting, the situation is no different.

Having a recruitment solution can help you:

  1. Find and attract the right talent
  2. Setup a more structured hiring process
  3. Nurture candidates’ interest in the company
  4. Analyze your hiring success

Ultimately, a post-pandemic will be a busy period for recruitment. Only time will tell whether we will return to the offices permanently or whether there will be truly long-term consequences of the pandemic in how we all perceive and do work. However, a few things are certain; the increased attention to candidate experience and building a strong employer brand presence will continue to be important for recruiters worldwide. Therefore, having a recruiting solution that will allow you to take care of the manual and give you space to concentrate on the strategic aspect of your job will count as a competitive advantage.