The pandemic erupted in 2020, dealing a crippling blow to the economy. In its wake was a thriving global job market where people were hired, promoted, and retired. Blow by blow the first wave, followed by the second, compelled human capital to disconnect from offline culture. Hiring during the pandemic turned out to be even more difficult.
For the first time, the world witnessed a profoundly depressing outlook that no one knew how to deal with or when it would end. Startup dreams were dashed, and sustainability was thrown to the wind, albeit for the first few quarters. Millions of emigrant workers fled metropolitan areas, and there was a vacuum everywhere. Work From Home (WFH) and empty offices became the new norm.
Back in 2020, the World Bank predicted that the global economy would contract by up to 5.2%. An indicator that alarmed economists that the recession was far worse than it had been in 1939-45.
The first wave of COVID had a devastating effect on IT, tourism, trade, exports, and finance. The problem had spread, and every country was racing to restore working capacity.
Today, exactly two years after the pandemic began, economies are being rebuilt, and workers from the mass exodus are beginning to return. However, the hiring process has never been the same.
Businesses that moved with the global shift fared better than those that did not. They had to brace high employee turnover and the possibility of a new wave prolonging WFH. Others, on the other hand, had no choice but to lay off workers in order to endure the tough market. Many of these businesses recovered by rehiring both former and new employees.
Technology will connect markets and economies in the post-pandemic era, and it is the torque driving HR operations. Many HR and recruiters use tools on a regular basis to zero in on their next superstar candidates.
LinkedIn and Indeed have recently seen an increase in active monthly users, both seeking jobs and recruiting people. It’s a sign that a new trend has emerged, and those who aren’t on board will be left behind.
Workplaces that emphasize diversity and inclusion are among many other positive changes. On the other hand, millions of furloughed and laid-off workers are beginning to value a positive work culture and job security over frequent raises.
According to Mckinsey, the pandemic has accelerated the current scenario in remote work, eCommerce, and automation, with up to 25% more workers than expected potentially wishing to change occupations.
We will honor 10 brands by telling their stories about how they went on a remote hiring spree.
When the pandemic struck, Adobe was among the first corporate behemoths to normalize work from home. The IT powerhouse, whose commitment to creating a positive work culture is unrivaled, has announced plans to embrace a hybrid model. Employees would be able to spend half of their time at work and the other half at home. They recently added two critical functions to their work-from-home roles: Senior customer success manager and Senior SEO manager.
Following the announcement of the lockdown, Amazon’s 92,000-person workforce transitioned from offline to online working. Remote working is permitted twice a week beginning in June 2021, with the remaining days spent in the office. Quality Assurance engineer and Principal UX designer are two new work from home positions that have recently been added to the list.
Apple, as a corporate juggernaut, is the final word among US tech behemoths. They have evolved into creators of cutting-edge futuristic technology that will set the latest standard in the computing and mobile arenas. Neo-work cultures are another area where they innovate.
Apple has explored every possible avenue in order to make its human capital the focal point of its strategy. As a result, it is common for candidates to wish for a job at Apple. Today, a large portion of Apple’s development and marketing roles are entirely remote.
They recently announced that once normalcy is restored, they will move forward with a hybrid model. Education Leader Executive Manager and Senior Threat Intelligence Analyst for OS security are the most recent additions to remote working roles.
Aquent is their preferred brand for talent search. Many major brands have partnered with the company to find their next key talent. This year, they announced that design and marketing roles would be made remote indefinitely in order to reduce operational costs.
It appears that they are considering retaining only a small working capacity at the office to host special meetings and cadences. Copywriter and Digital Marketing Manager are the most recent roles to go remote.
After being founded in 2002, the company soon went public. They are now major providers of issue-tracking software, collaboration software, and development software. The pandemic and lockdown that followed 2019 threw a wrench in their expansion plans. However, the recovery was swift, and now technical roles such as Engineering Editor and Senior Manager will be permanently remote.
Most of us are already familiar with Coinbase as a wallet manager for Bitcoin, Ethereum, and other cryptocurrencies. They are the most recent addition to the list of companies that have chosen indefinite work from home.
After pandemic lockdowns are lifted, they intend to run lean, giving employees the option of spending time at work or home. This year, two new remote roles will be available: tax operations manager and writer research associate.
CVS is the largest healthcare company in the United States. They are also known for providing healthcare and prescription services to over 1 Billion subscribers each year. They chose hybrid culture as employee and customer demands intertwined and entered new dimensions in the post-COVID-19 landscape.
More medical economy analysts and unbilled representatives will fall into the hybrid category in the near future. This indicates the possibilities of more remote positions existing in the
This is the brand that brought cloud storage closer to businesses in order for them to remain agile, light, and save money on business infrastructure. They have provided sync capabilities to millions of users worldwide.
When the world was devastated by a virus outbreak, the fact that the brand was cloud-based didn’t hurt it much. However, it did assist them in setting an example for those who transitioned from full-time onsite to permanent work from home.
Despite being full-time work-from-home positions, roles such as creative managers and staff quantitative researchers have shown higher efficiency and performance.
The dreamy rise and rise of Facebook is a tech saga that will be told and retold by the masses for years. As the world’s most popular social platform for communication and marketing, Facebook is always one step ahead of the innovation that is most needed at the time.
Facebook announced in June 2021 that its employees would be able to work from home if they so desired. Since then, the brand’s stance has remained consistent, and it has continued to do what is best for its people. Copywriter and communication manager roles, like Aquent, were made remote.
Hubspot is now a globally recognized platform for inbound and sales marketing experts to expand their reach. Hubspot has become one of the best places to work for talented individuals, with access to clients in over 90 countries.
They have gone above and beyond the other corporations on this list by providing three options to choose from. If you work for Hubspot, you will have the option of working from home with all the mini office setup provided by Hubspot or working out of the office twice a week. The third option is to work from the office on most days of the week.
Virtual hiring, like remote and offline working, will dominate the post-pandemic future. Once the global lockdown is lifted, blending virtual and in-person recruitment will become popular in the market. This is a result of a LinkedIn survey.
Experts agree that businesses that have resumed in-person HR operations will see widespread adoption of virtual and automated candidate vetting processes to replace in-person touchpoints. This will result in shorter wait times for the right candidates and less effort required to comply with COVID norms at the workplace.
Ryan Healy, president, and co-founder of Brazen believes that remote hiring in 2020 provided institutions with the impetus to accelerate the process and improve diversity hiring. In a nutshell, online recruitment removed the final barrier that prevents businesses from considering applications from outside their immediate geographic area.
Moving forward, virtual recruiting will become the norm across all verticals around the world, as the results have been effective and mutually beneficial thus far. It will become a recurring theme in all current HR practices until we are completely out of the woods.
However, some argue that virtual hiring is not the way of the future. For example, Thomas Moran, CEO of Addison Group, believes that the vaccination drive will allow people to return to work from their cubicles and alongside their colleagues.
He believes that the pandemic may have helped most of us discover our inner resilience to work remotely for extended periods of time. However, he is concerned that it will not last as long as predicted. Moran believes that humans will require a social sphere to thrive and that without one, they will be extremely vulnerable.
While employers are hiring externally, some are considering internal mobility programs to rebuild their current teams. It places a greater emphasis on reskilling and the use of contingency resources.
Others believe that the trend will shift away from static jobs and toward project-based needs, making cross-functional work the dominant theme in fast-changing landscapes.
Internal mobility, interestingly, has some legitimate advantages. It largely resolves cash crunch issues and shortens the length of the recruitment cycle. However, the retention rates have been the most significant benefit thus far.
According to LinkedIn data, internal mobility motivates workers to stay 41% longer than those who see slower career progression.
As a result, experts believe that internal mobility will become a mainstay corporate strategy for meeting current needs. In the process, the LnD and HR teams will find themselves in the same boat, working together more closely than before. If this occurs, it may increase the demand for upskilling people.
As global economies begin to emerge from the grips of pandemics, skill is regarded as the new-age currency for advancing into better roles and earning better remuneration. Many IT behemoths are already developing strategies in which skill will be at the heart of their values in the future.
Businesses are spending more money than ever before on tools to eliminate hiring biases. They prefer a system in which employees are developed in an unbiased manner. While the concept is new following the outbreak of the pandemic, given the intersection of culture, talent, and access to a larger talent pool, tools that empower worker relationships are a must-have in every corporate’s wish lists.
COVID-19 prompted organizations all over the world to wake up to a never-before-seen opportunity. Following the challenges, navigating the new terrain required extreme caution.
Today’s lockdown and work-from-home norms have paved the way for three major trends. We will consider the pandemic’s impact to show you the difference between the market before and after the pandemic
The biggest fallout from the pandemic occurred when there was an abrupt change in where employees worked and how they were hired. Nobody expected remote hiring and working to last more than a few weeks.
According to Mckinsey, researchers examined 2000 tasks and over 800 roles in eight major countries to estimate how long remote work would last. Only remote roles that resulted in productivity were considered for evaluation.
When the study was completed, it was discovered that 25% of workers in advanced economies could work an entire week away from the office. These figures were four to five times higher than the average number of work-from-home days before the pandemic.
One positive change is that it allows employers to access talent from a broader geographic area, while workers have the freedom to relocate to the suburbs. Some remote jobs, on the other hand, see better execution if employees go to offices rather than work from home.
Remote working can be detrimental in the following areas: live negotiation, brainstorming sessions, feedback, and critical decision-making, to name a few.
As more businesses reduce their office space, they save money on real estate, energy, and business travel. Revenues will soar as a result. Worker satisfaction and the ability to collaborate with international teams will improve as work hours are made more flexible.
As a side effect, restaurant businesses that rely on foot traffic are likely to suffer. The airline industry will also absorb the losses as more people choose video conferences over in-person meetings. So it’s safe to say post-pandemic hiring will involve more virtual interactions and now that many businesses have invested in technologies facilitating remote engagements, they are unlikely to go back to the old ways.
To summarize, remote hiring will remain the status quo for the foreseeable future. Hiring candidates from a distance have allowed corporations to win on multiple fronts. Bringing in critical talent from multiple and diverse geographies, as well as improving employee work-life balance.
Without a new threat of an outbreak, the majority of the world is unlikely to revert to pre-pandemic hiring practices. Internal mobility has also been a success for some businesses.
In some ways, it encourages employees to stay longer than their newly hired counterparts. In the long run, it saves the company money because they aren’t under pressure to find another great-fit candidate.