You can broaden your searches to include people from different regions, team members with diverse work organization needs, and people with a wide range of skills.
4 Corner Resources states: “Hiring managers will do well to focus less on specific job titles (i.e., sales manager) and more on the necessary skills that will drive innovation and secure critical workflows (i.e., critical thinking, problem solving and ability to manage a team).” Furthermore, the need to transition to remote work during the pandemic has shown the importance of social skills such as time management and adaptability.
5. Consider alternative staffing
When thinking about hiring, don't limit yourself to full-time employees. Now is a great time to consider offering part-time jobs or job-sharing arrangements or thinking about ways that temporary or contract workers could help you fill some of the gaps left by the pandemic. These options can provide more cost-effective ways to get the same work done by qualified professionals .
For example, let's say you run a manufacturing operation and the pandemic has left you unsure about demand. Maybe you laid off workers in 2020 and don't want to offer them their jobs back if you're not sure you'll be able to keep them on the payroll. You can hire these workers on a temporary basis, employees of a temp agency, or a combination thereof. When things start to improve, you can convert some of the temporary employees to permanent ones.
It's all about options
No one knows when the next pandemic or other disruptive event might occur. That's why post-pandemic recruiting is all about flexibility. You can broaden your searches to include people from different regions, team members with different work organization needs, and people with a wide range of skills. As your organization expands its reach in these ways, you'll be well prepared for whatever comes next.
Source: BairesDev