4 tips for getting hired in the “new normal” world of work


Through Nancy Collamer, Next avenue

With the job market warming – an all-time high 9.3 million US job postings in April – what do you need to know about hiring if you’re looking for work? Will the virtual interviews continue? Is telecommuting here to stay? Are diversity and inclusion efforts just a passing fad? I have answers.

My information and advice comes from what I heard at the recent Indeed Interactive conference, a virtual job website event that featured economists, employers, and recruiters discussing hiring trends.

Here are four of the top trends, along with tips on how to take advantage of them to boost your job search:

Trend # 1: The recruiting process is increasingly automated and virtual. From interviews to onboarding, the pandemic has proven that much of the hiring process can be conducted virtually and that there is no turning back.

“Some level of the virtual recruiting process will be here to stay for most organizations,” said Maggie Hulce, senior vice president at Indeed.com.

During the pandemic, recruiters also expanded their use of recruiting tools that help them automate the process of finding, selecting and scheduling interviews with qualified candidates.

Nonetheless, you can expect some in-person recruiting initiatives, like career fairs, to resume once it is safe for you to do so. Peter Sursi, former head of talent acquisition at the FBI, said: “People want to attend events live, so there is no chance that we will not come back to events in person. But since we have now a greater level of comfort to virtually attend events, I think we will see a hybrid model in the future. “

My advice: As the hiring process becomes more automated, it’s more important than ever to use referrals to navigate your way to networking jobs. This is especially true if you are an older worker with an eclectic resume that could be scanned by the selection filters.

And take advantage of new tools that make it easier for recruiters to find you online. For example, Indeed now has the “ready to work” feature that lets you signal recruiters that you are available for work (like the “open to work” badge on LinkedIn.com). It seems to make a real difference: indeed, 70% of recruiters’ awareness over the past year via its site has been addressed to people who have declared themselves ready to work.

Trend # 2: Interest in remote work remains strong among many workers and employers. “The share of job postings that mention remote working on Indeed.com has almost tripled since before the pandemic, ”said Pabwel Adrjan, Emea research manager at Indeed Hiring Lab.

While it is still too early to know how many jobs will remain fully or partially virtual (and, of course, not all types of jobs can to be virtual), the trend indicates remote working will be “somewhat prevalent” once we get past Covid-19, conference experts noted.

“Flexibility has always been important for job seekers, and any flexibility that employers can add to their roles will help make them more competitive,” said Daniel Culbertson, Indeed’s economist.

My advice : When searching online for fully or partially remote jobs, use filters such as “virtual” or “telecommute” to identify opportunities. You can avoid work from home scams and improve your chances of finding the best remote jobs by taking advantage of this free FlexJobs webinar, “How to Find and Land a Remote Job”, or by reading useful books like Great Pajama Jobs by my Kerry Hannon, colleague from Next Avenue.

Trend # 3: Diversity and inclusion have come to the fore in hiring and employment. For years, employers have talked about diversity and inclusion, but the results have rarely lived up to the rhetoric. In the aftermath of George Floyd’s murder and the ensuing public outcry, however, employers are finally taking this issue seriously.

“It’s different this time,” said Lance LaVergne, director of diversity and senior vice president of PVH Corp, a fashion and lifestyle company. “The demands and expectations of consumers, employees and other stakeholders have changed this so that companies are much more public and visible in their commitment to diversity.

My advice : Are you looking for an employer who truly values ​​racial, gender or sexual orientation diversity? In February, Glassdoor.com (a sister company of Indeed) launched a feature that displays company ratings, CEO ratings, and work factor ratings by race / ethnicity, gender identity, job status. parent or caregiver, disability, sexual orientation and veteran status. In addition, salaries are broken down by gender identity and race / ethnicity.

For example, you can see how Hispanic employees at a company rate their company’s culture, how LGBTQ + employees rate senior leaders, or what the average salary is for those who identify as female, male, or non-binary in a business. special role.

Trend # 4. It is still not easy for older job seekers. While I was delighted to hear about the current focus on gender, race / ethnicity and sexual orientation diversity initiatives, I was disheartened that age was rarely mentioned as an important part of the process. mixed.

In fact, things can get worse for older workers.

During the ageism session, “Recruiting for All,” Heather Tinsley-Fix, AARP Senior Advisor, noted that many older workers continue to feel marginalized by recruiters.

“In 2018, we surveyed workers over the age of 45 and found that 61% of them said they had experienced or seen ageism in their workplace. This percentage rose to 78% in 2020, ”noted Tinsley-Fix.

As the website for SHRM, the country’s leading human resources professional group, states, “Although many organizations have developed training initiatives for a culturally diverse workforce, few have faced the age. as a dimension of diversity “.

Tinsley-Fix ​​said: “Some professions, like healthcare, value the experience, but overall it’s not great, and it’s something we need to pay attention to.”

My advice : To fight ageism, follow Tinsley-Fix’s advice and showcase your aptitude and thirst for learning when you apply for a job.

For example, if you obtained an online certification or mastered a new technical skill during the pandemic, listing those accomplishments on your resume and LinkedIn profile demonstrates your commitment to lifelong learning.

And to really impress employers in interviews, use what’s known as the Situation, Obstacle, Action, Outcome (SOAR) framework to clearly demonstrate that you have proven soft skills – like thinking and solving critical problems – that make you a compelling candidate. .

“The more automated our tasks are, the more emphasis you need to put on these essential human skills.” said Tinsley-Fix.

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