Preparing for Post Pandemic: Talent, Expectations and Opportunities
Written by David Borak, Orion Search Group
COVID DISRUPTS
As we’d expect of a virus, the Coronavirus (COVID-19) has inserted itself into every aspect of our lives – where we go, what we do, who we see, how we work and play. Our habits are changing, as are our schedules, our wants and needs. We’re learning more about ourselves. I’ve heard people say that they never thought they would, but they love working at home. I’ve heard others talk about missing the office, the bustle and camaraderie. I’ve also heard a lot of people’s dogs bark on Zoom calls. Change is truly the only constant. Adaptation, then, is the only response.
POLICIES CHANGE
How many remote workers did you know in 2019? How many today? This has been a seismic shift. In some industries, offices are being abandoned at an astonishing rate. Facebook says that maybe half their employees will end up permanently working remotely; Twitter has said they will allow some of the workforce to be remote “forever,” if they so choose. All organizations have had to revise and enhance many of their policies to fit with the ongoing pandemic and eventual post-COVID future.
EXPECTATIONS AND PREFERENCES EVOLVE
These policy and on-the-ground changes have also created new preferences and expectations among top talent. Many of us have gained new insights into how we view our workday, where we want to sit, how much flexibility we want or need, in addition to many others. These insights have become a larger focus for hiring and retention. It’s a brand-new world, but there’s plenty you can do to adapt to, and in fact, take advantage, of this new reality.
ESTABLISH CLEAR POLICIES
Covid-19 came on quickly and so many organizations’ pandemic policies, especially regarding remote work, were established on the fly. That’s not good enough. We need to make certain we develop and enact simple, thoughtful policies that keep our employees safe, inspired, effective and happy, and that complement and even enhance our company culture as we see it.
BE TRANSPARENT
Top talent will expect that you take this seriously and will want to know policies around remote working, flex time, the safety of your offices, and future considerations. They will appreciate the fact that you’re upfront about your new policies – and everything else for that matter – and will then bring more interest to your position, higher engagement as employees and stick around a lot longer.
BE ACCOMMODATING
The reality is that the pandemic has upset a lot of lives. Workers need options as they juggle these changes in relation to job loss, family, schooling; and will be looking at who’s doing what when they make their choices. Women have been hardest hit, in fact, 60% of all layoffs brought on by COVID were positions held by women, who are also dropping out of the workforce at a rate four times higher than that of men. That’s a lot of wasted talent, some of the best and brightest, but by being accommodating (listening and being able to offer options for your workers) you will have access to a larger pool of the talent you need.
AND SEARCH THE OPPORTUNITIES
At Orion, we see the tragedy in all this, but also recognize that there’s great opportunity for those looking to hire top talent. The talent pool is deep and search firms like ours are working hard to make certain we continue to recruit the person who fits best within your organization and in that particular chair, but all now enhanced and informed by this new world, these new policies, expectations and preferences.
