Remember December? That nearly mythical before-time, when a mass pandemic only seemed relevant as the premise for a Netflix-original series? Well, way back then, you likely finalized your recruitment plans for the upcoming year. Well, forget those expectations. It’s time to take a new look at the recruiting trends for the remainder of 2020.

The COVID-19 outbreak has dramatically altered the outlook for the rest of the year. You probably knew that one already. However, the question remains: what to do about the changing situation? Well, now that there are some signs that a post-COVID world might be opening up, it’s time to reassess.

As such, let’s look at the recruiting trends for the remainder of 2020. Here are a few things to look out for:

Defining “Essential”

The coronavirus has made everyone painfully aware of the concept of “essential workers.” Of course, that designation exists within any organization. There are the employees that you need in order to keep your business open. Then, there are tasks that have more peripheral value.

In the wake of COVID, it’s important for every company to review their key staff and create a comprehensive retention plan. This is especially crucial as the lockdowns and quarantines lift. You might not be able to bring everyone back right away. If not, identify your core employees and do what you need to keep them with you for the long haul.

Going Remote

The coronavirus restrictions forced many companies to accelerate their remote hiring practices. Organizations leaned on video interviewing and other techniques to keep their recruitment plan going during social distancing. Consider keeping some of these methods in place as business returns to normal.

Virtual interviews have a lot of benefits, even without a pandemic. There is evidence that they cut the costs associated with recruitment. Meanwhile, other stats indicate that more than half of job applicants (57%) actually prefer video interviews to the in-person variety.

That’s not to say that you should abandon live interviews. They still give you information you couldn’t get through the video version. But the virtual model can help you cull your list of candidates in a low-cost and efficient way, allowing you to conserve resources for your top prospects.

Contract Assignments

Of course, the gig economy didn’t need help from the coronavirus. It was already a major force in U.S. labor markets. Stats show that about 57 million workers are active in the gig economy, representing more than a third of the workforce.

The coronavirus might accelerate this trend. In a post-COVID world, employers will want to keep their options open, fearing another shut down could further disrupt the economy. This can be accomplished by delaying full-time hiring decisions and starting out candidates with contract assignments.

Contingency Planning

This a review of recruiting trends for the rest of 2020. However, the process becomes complicated for one key reason: it’s extremely difficult to predict what will happen in the second half of the year. To put it another way, the rest of 2020 won’t feature a “set it and forget it” economy. Conditions are set for a volatile situation in the near future, made even more uncertain by the unpredictable nature of the outbreak.

What does that mean? Well, you need to be ready for anything. You can’t rely on a single strategy to drive your decisions. You have to stay flexible and be ready to reassess as conditions change.

Recruiting in the midst of uncertainty presents a massive challenge. Expert guidance can help. By partnering with a top recruiting firm, like PrideStaff, you get the insight you need to develop an optimal strategy.

Contact PrideStaff today to learn more.

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