Tags: blog, industry insights

​At its peak, the COVID-19 pandemic had a bigger effect on global employment than the 2008 financial crisis. However, as we continue to follow the Government’s roadmap, it feels like the end is in sight. Now normal life is starting to resume, there’s going to be millions of people without jobs and plenty of vacancies to fill, this could lead to a period of unprecedented hiring activity where scarce talent is more approachable than ever.

Passive candidates are more approachable

Over the past year, many people have been facing the first threat of employment uncertainty. With non-essential staff spending a majority of their time working from home, they’ve become more responsive to networking approaches that would have been previously ignored.

For proactive recruitment teams, this presents an opportunity to reach out to hard-to-find unicorn candidates, those with niche skills or experience.

The active candidate market is continuing to grow

In some cases, high-performing candidates from hard-hit industries are finding themselves looking for new jobs, for some it’ll be for the first time in years. These candidates are normally in constant demand and wouldn’t be accessible under normal circumstances, but as the job market continues to recover, recruitment teams have a unique opportunity to reach out.

Even if your business isn’t ready to invest in these candidates, it’s crucial to get your brand to the front of hard-to-find candidates mind. Early engagement to understand their career goals and motivations builds relationships, meaning you can tailor an opportunity to them when the time is right.

Leveraging remote working

COVID-19 has been one of the biggest driving factors in the digitalisation of businesses. As the need to work from home emerged, companies had to learn to communicate, innovate and lead from a virtual workspace. Change that should have taken years of careful planning had to be implemented in a matter of days.

Today, working from home has gone from a desirable to a necessity and businesses need to be ready for the number of employees looking to work remotely some or all the time. However, this challenge also presents an opportunity, as companies can look beyond the local talent pools which are only growing more competitive, and employ stronger talent further afield.

Keeping your employer brand strong

How companies responded to the pandemic will define their employer brand for years. Those who didn't deal with it adequately will find employees disillusioned with the culture and if they haven’t already, begin to look at new opportunities.

By placing people at the forefront of the decision-making process, companies can strengthen their employer brand value. Not only does a stronger EVP help retain the most valuable talent, but it also helps attract new, harder-to-reach candidates who may be unsatisfied with how their business responded.

 At Search Consultancy, we’ve been at the forefront of the recruitment market for more than 25 years. We have dedicated expert teams in over 20 sectors including Accountancy & Finance, HR and Financial Services. To find out how we can help you find industry-leading talent, get in touch today.