by 
20 December 2020 Two of the biggest changes that I have seen during Covid, have been how people are buying goods and services and how people have changed their attitudes to what is important in their lives. Let’s face it, our work forms one of the biggest parts of our lives and the affect of rapid change has been immeasurable.
Flexible working from home has become the new normal. Pre Covid, working from home was viewed as a perk of the job! It is no longer a perk; it is now expected.
Employers outside of Dublin can no longer assume they have a captive work force in their local commuter belt. We have many examples of employees that have started new roles this year in a location that they would not have considered Pre Covid.
The role of the HR function and importance of Talent Engagement will need to be reconsidered. Homeworking policies need to be defined and new ways of obtaining, measuring and retaining candidate loyalty a priority.
Job seekers can be readily interviewed online and in fact, for ease of scheduling and privacy this method of interviewing has once again been normalised. During Covid, I had a few clients that insisted on face-to-face interviews despite advice to the contrary. For some candidates, this was a sign of lack of respect but also a strong hint in relation to the culture of an organisation that seemed unwilling or incapable of changing to suit the times that we are in.
Organisations really need to take a long hard look at their dress code policy. Even the most conservative of office workers are rethinking their work wardrobes. The 3-piece suit has gone, almost for good, and in its place a fresher, lighter – casual business attire has emerged and is here to stay.
Organisations need to think long and hard about how they onboard new employees. Online training has become normalised and in fact, I believe it will be easier to roll out and ensure that people are getting a full and complete experience.
Employers and Managers will need to think of their people as individuals with different requirements and motivations. Whilst one employee might like to pick up their child from school at 2pm, another might need flexibility to attend soccer training. This is where trust comes into play. By being clear on expected outputs, employees can design their inputs to suit their own unique priorities. It should be a win-win situation.
According to Prof Klaus Schwab, “The pandemic represents a rare but narrow window of opportunity to reflect, reimagine, and reset our world” – Professor Klaus Schwab, Founder and Executive Chairman, World Economic Forum.
According to me “The pandemic represents a rare but narrow window of opportunity to reflect, reimagine and reset our world of recruitment. Covid has resulted in a great recruitment reset, from which there is no turning back”
Here at A+F Recruitment we work closely with clients and candidates to advise and support on how to hire the best people or find the best jobs in these rapidly changing times.
