Career Management
You Don’t Know What You Don’t Know… | Career Management
When I was made redundant during the GFC, my previous organisation funded a Career Transition/Outplacement Program. I had never heard
July 22, 2024
The COVID-19 pandemic has had a profound impact on the global economy and how we live and work. There was a need for businesses to adapt to a new reality, and how we hire and develop talent has been no exception.
The talent shortage is a global phenomenon that was exacerbated by the pandemic, as businesses were forced to stand down workers or make them redundant due to the economic downturn.
With that in mind, businesses will need to be more adaptable and agile than ever. Quickly identifying and responding to changing market conditions, they will need to have the right people in place to execute their plans.
The post-pandemic recovery proves people always source ways to adapt, survive, and then, ultimately conquer. It’s merely a matter of shifting your perspective and planning a new strategy to boost your superior hires. Here are a few tips to get you started:
In the post-pandemic era, it’s essential to be aware of the new “work personas” emerging and how to appeal to their individual needs. There are four main types of work personas noted to have emerged during the pandemic:
This persona is someone who enjoys working from home and prefers to limit their exposure to the outside world. They’re comfortable working remotely and may even prefer to do so.
To appeal to the homebody persona, consider offering more flexible work arrangements allowing them to continue working from home, at least part of the time. You should also provide additional support for remote work, such as access to online training resources or regular check-ins from a manager.
This persona is someone who often feels restless working from home and longs for freedom to move around. They can feel claustrophobic working in the same place day after day and may even start to feel like they’re going stir-crazy.
Consider offering opportunities to work from different locations. This could mean allowing them to work from a coffee shop or co-working space a few days a week or even proposing they work from home one week and then come into the office the following week.
You could also provide resources for staying active and healthy, such as a gym membership or access to online fitness classes.
This persona is someone who is just trying to get through each day. They may be struggling with anxiety or depression, or dealing with personal challenges making it difficult to focus. There is the possibility they’re working longer hours just to keep up financially — either way, there’s likely an element of burn out from the constant stress.
To appeal to the survivor persona, consider offering support through mental health resources or flexible work arrangements. Look to provide opportunities for personal and professional development, such as access to online courses or mentorship programs.
This group comprises students who have recently graduated from college or university — and they’re starting their careers at a time when the job market is more uncertain than ever.
To appeal to new graduates, talk about your company’s commitment to development and career growth. Highlight any training or mentorship programs you offer. And be sure to highlight the importance of your company’s culture and values.
No matter which work persona you’re trying to attract, it’s essential to be clear about what your company offers. The pandemic has changed the workplace in many ways, and companies need to adapt their recruiting strategies to meet the needs of today’s workers.
Several job marketplaces have popped up in recent years that can help businesses with their hiring needs. These marketplaces are more personalised and allow businesses to connect with employees that are a good fit for their company, providing better experiences for both recruiters and top talents.
OnTalent, for instance, makes it easy to connect employers and top-quality candidates in your area. By using a job marketplace, businesses can post their open positions and receive applications from various qualified individuals. These marketplaces provide companies with a seamless way to find good fit, quality employees.
Recruitment agencies have access to a vast pool of candidates and can help you find the best talent for your needs. They can also provide valuable insights into the job market and the latest hiring trends. By working with a recruitment agency, you ensure your company is well-positioned to land top talent in a post-pandemic world.
Talent shortage is a global problem—and is only getting worse as the economy continues to improve. It isn’t all bad news, though. Companies are starting to invest more in their talent management programs to keep up with the demand for skilled workers. This is a good thing, but it’s also creating a boom-and-bust cycle.
However, companies need to start taking action now if they want to stay ahead of the curve, and using the tips above, you can hire the best possible candidates in a post-pandemic world.
OnTalent is a leading talent recruitment firm in Australia. We work with companies of all sizes to identify, attract and hire the best talent. Our team of experienced talent advisors have a deep understanding of the Australian job market and can help you find the very best, right-fit candidates for your organisation.
Contact us today to find out how we can help you find the best talent for your organisation!
When I was made redundant during the GFC, my previous organisation funded a Career Transition/Outplacement Program. I had never heard
If you are anything like me, your LinkedIn feed and other channels you follow online are starting to be peppered
When it comes to executive recruitment in Brisbane, there’s no denying the importance of tailoring strategies to meet the unique
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