Return to The Office: How to Optimize Your Recruitment for Post Pandemic
In the past two years, there has been a lot of talk about whether we will ever entirely return to the office or if the work dynamic has changed forever due to the Covid-19 pandemic.
Many believed that we and the workplace have changed forever and that employees will never return to the office in a form known to us before the pandemic. Afterward, we saw the fast rise of the “hybrid work environment,” and suddenly, everyone talked about this new term as if it had been among us for ages.
Some of the largest companies in the world even went so far as to completely redesign their office space, making it more suitable for occasional visits to the office instead of a classic 9–5 work model. But, nothing lasts forever, and we’re seeing an increase in companies who begin to demand their employees to return to the office.
According to the US Bureau of Labor Statistics data from April 1, only 10% of employed Americans worked remotely in March.
So, did we all get lost in these flexible yet confusing new work arrangements? And is there a way to maximize employee wellbeing while thinking of the company’s success?
The truth is, there is no one secret recipe a company and its HR teams can follow to overcome these changes we are experiencing. However, flexible recruitment and team management practices will go a long way toward the company’s overall success.
Return to the office: Optimize your recruitment
Recruitment is a dynamic field that keeps changing with every new reality at each company and the world outside it. Therefore, recruitment depends on various factors, including recent pandemics, geographical, cultural, and generational differences, new technological advancements, and many other factors.
Therefore, recruitment as a field requires constant adapting and flexibility in its approach, especially in this post-pandemic period! So here are some things to keep in mind when recruiting new talent these days:
Battle fiercely competitive job market
Focus on skills instead of roles
Consider contingent workers
Leverage recruitment technology