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Recruiting in 2021

With a COVID-19 vaccine on the horizon and a new year creeping up on us, what does all this mean for the recruiting industry in 2021?

2020 got weird, folks. We had natural disasters, murder hornets, monoliths showing up in deserts and something else … Oh yeah, a pandemic! The way we have done business until this point has completely evolved, but after so many months, we are slowly finding our “new normal” and adjusting as we go. With a vaccine on the horizon and a new year creeping up on us, what does all this mean for the recruiting industry in 2021? 

Job Types

Not only are there different types of jobs coming about due to the pandemic, but also a shift in demand to certain existing job markets. This is important because some industries that have been steady over the years will soon be booming, and getting ahead of the curve is key. 

Data science, insurance, and mental/behavioral health industries will see a demand for talent and leadership. With a COVID-19 vaccine coming soon, not only will there be a surge of pharmaceutical positions, but also insurance and mental health roles. People are scared and hurting; 2020 hasn’t been kind to anyone. With an average 32 percent annual growth year after year since 2015, behavioral health technician positions are expected to continue the trend as insurance coverage for mental health continues to increase. Extend your network in these industries to accommodate the growth of this space. 

Any online learning or remote position is also expected to grow in 2021. The multibillion-dollar elearning industry is taking off, and it’s staffing up to prepare for continued remote learning. Previously considered a “perk,” remote work is quickly becoming a priority for many to ensure safety. More than 40 percent of millennials, who now make up the largest generation in the workforce, say flexibility to work from anywhere is a priority when evaluating job opportunities. This is true for a number of industries, including customer service, sales, cybersecurity and call centers.

Lastly, it’s never a bad time to be an engineer. Engineering isn’t a new profession by any means, but engineering roles across the board are still seeing tremendous growth. Whether we’re talking robotics, AI, web design, data extraction and more, these roles will need to be filled. It’s weird to think about moving into a digital age since we’ve been in one for so long, but the landscape is changing; more people are working from home and that requires more technology than ever before. 

An end to the candidate-driven market? 

We aren’t completely out of the forest, but things are looking up. According to a survey, close to 70 percent of organizations that have furloughed or laid off employees during the COVID-19 pandemic will backfill roles that were eliminated, even with hiring freezes being the most important cost-saving initiative to organizations during the pandemic to date. Nearly nine in 10 of those saying they will backfill roles want to do so in less than a year and 62 percent want to do so in less than six months. 

That’s great news for organizations and candidates alike. But what does it mean for the current hiring market? Right now, hiring decision makers are looking for specific skill sets and personality types. The pandemic has shown us that flexibility is key, as well as critical thinking, problem solving, creativity, digital skills and self management. Be looking for these personality types and skill sets right away before the flood of positions open up just a couple months from now.

Organizations now have the ability to be selective when finding the right candidate and not the other way around. They have seen what type of employee they need to be the best version of themselves and what type of person can withstand turmoil. There are more resources than ever before and that means narrowing down the right candidate for the job will take experience and knowledge.

Digital is Key

An office in the sky with a view of the city isn’t exactly the dream location anymore. As we’ve noticed, most industries can do their entire job sitting at home at their kitchen table. This raises a couple great points about where 2021 is taking recruiting. You will need much more digital engagement with potential clients and candidates.

Digital recruitment technology has been on the rise for years, but it’s now more important than ever. Tools such as digital assessments, video-conferencing and online agreements will be key in gathering valuable information on candidates while maintaining a clean and healthy environment for both parties. 

This also means recruiting firms and companies looking for candidates will need to pay closer attention to their online presence. Everyone is doing more researching online, trying to learn about people and organizations before making a life change. More, if not all, organizations should be putting their best foot forward to make an impact.

Make sure your best foot is out there for potential clients to stumble upon. The best way to do that is by contacting our team at Recruiters Websites. A well-designed, professional website says more about an organization than talent. It takes seconds for a potential client to view a poor website and discount years of knowledge and experience. We would love to help you get the most out of 2021. Contact us to find out more.

Samantha Prost

Sam Prost is a digital content writer with almost 10 years of experience who uses her upbeat and creative energy to write fresh, fun and custom content for our clients.

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