Above all else, the past few months have predominantly been characterised by one thing – Uncertainty! Thankfully however, we can see the tides turning and with that, certain predictions can be made about the future of Recruitment in a post-Covid world.
One thing that is for certain is that the South African Recruitment landscape will never be the same as it once was.
Today we report on the top 5 major differences we can expect in the next half of this year as predicted by industry experts –
Above all else, the past few months have predominantly been characterised by one thing – Uncertainty! Thankfully however, we can see the tides turning and with that, certain predictions can be made about the future of Recruitment in a post-Covid world.
One thing that is for certain is that the South African Recruitment landscape will never be the same as it once was.
Today we report on the top 5 major differences we can expect in the next half of this year as predicted by industry experts –
It is reported that 74% of businesses plan to continue working remotely using digital tools to facilitate their business processes.
It’s of vital importance that we, in the Recruitment Industry adapt to these changes as effectively as possible. Obviously this includes:
DID YOU KNOW THAT PLACEMENT PARTNER OFFERS SALES AND MARKETING TOOLS???
Speak to one of our consultants to find out how you can optimise the use of your PP system:
The pandemic has caused the market to become flooded with Candidates but unfortunately this will most likely not make your job any easier. What we can expect to see is a shift in how Recruiters spend their time – Having a great deal more applications coming in for each vacancy will require us to work through the sorting and screening process more efficiently.
If you’re not already a wizz and using the Search Filters on your Placement Partner system then you are most likely working very hard and not so smart.
Remember that your clients will have more options to choose from and so, may be more fussy than before when it comes to making a selection. To combat this we would recommend you look back at your notes from our event The Art of Persuasion presented by Sales Guru, Shirley Anderson. These soft skills are going to be incredibly useful in the fight for new business opportunities!
Missed the event last year? Let us know if you’d be interested in a FREE webinar on the topic!
Quite understandably, businesses are naturally reluctant to invest in full time hires in such an unpredictable economic environment. Catering to the needs of your clients in the short term will strengthen your relationship and in turn, their loyalty to your business.
One strategy you should consider is to encourage your talented Candidates to take a chance on one of these short-term positions with the aim of being offered a permanent position once the economy stabilizes. If your candidate delivers great value then it’s highly unlikely that they won’t be kept on.
Ensure that your Applicant Tracking System offers you flexibility and specialised tools to handle Temp, Perm and Contract positions.
As we have heard from many of our Industry Experts during the lock-down period, Recruitment is evolving into more of a consulting gig. Through these turbulent times, our clients expect us to not only source candidates. This is something they could likely do for themselves with the massive supply of Candidates in the market right now.
The expectation is for Recruiters to have a deep understanding of their clients business, talent mapping and the needs you can expect to see arising in the near future. For a generalist Recruiter, this can be a mighty tall order, which is why we can expect many Recruiters to pivot, focusing predominantly on their strongest area of knowledge.
If this is an option you have been considering but you’re not sure what your top grossing sector is, then let us know.
Your Placement Partner reporting function can be used to spell this out for you in black and white.
With so many businesses having learnt the value of remote working and blended work environments, we can anticipate that top talent will be looking for this as a basic right, rather than a benefit.
Ensure that you are on the same page with your clients and if they’re not taking advantage of this opportunity to attract great talent, you may want to advise them on making some changes.
By guiding them through this process and assisting them in figuring out how this can work within their unique business model, you are likely to gain a loyal client and improve the appeal of working for them amongst candidates.
Don’t be shy to reach out if you have any questions! We’d love to continue the discussion.
