#recruiting101

If you're preparing for a career in information technology, you'll eventually have to choose a specific path and build specialized skills. The IT field is a broad one, so there are several good options out there. Here are four different routes you may want to consider taking with your future IT career.

Health IT

Sitting at the intersection of two of the hottest fields in today's job marketplace, health IT specialists provide the technological know-how that keeps modern medical facilities working smoothly. Like all large organizations, hospitals and clinical facilities require IT professionals to maintain and update their computer systems. Health IT can also be a great jumping off point for various tech careers in the medical field.

IT Management

While it will likely take you some time and extra education to achieve, a career as an IT manager can be both fulfilling and lucrative. As an IT manager, you'll be responsible for overseeing other IT specialists, managing projects and seeing to the technological needs of the organization in which you work. You'll need to build up both technical and managerial skills to break into this field, but the payoff can be well worth the effort.

Cybersecurity

As digital threats and cybercrime become larger problems for businesses, people with cybersecurity skills are in increasingly high demand. Although many IT professionals worry that they're not qualified for a career in cybersecurity, there are many training resources that can help to prepare you. One of the best ways to launch your career is to participate in an online cybersecurity program. These programs offer flexible education that will give you the skills you need to succeed as a cybersecurity professional.

Manufacturing IT

Like healthcare, the manufacturing field has a need for IT professionals to support large, complex facilities. Information technology in the manufacturing industry is getting increasingly intense, as modern industrial facilities rely as much on software as they do on hardware. This area of the IT field is quite specialized, but it can offer strong earnings and good job security. If you're thinking about a career that allows you to work in IT but still supports the making of physical materials and goods, becoming a manufacturing IT specialist is likely the best fit for you.

Needless to say, any IT career path can be the right one. Choose a route that interests you and fits your career goals, and you'll soon be able to make a good living as a technology specialist.

Every Senior Recruiter will face this obstacle through their career. How can you advance your talent sourcing abilities when you are in the game for awhile? How can a seasoned Recruiter excel and advanced in the craft of talent sourcing and research?

You are taught to be agile and learn on the fly while managing a full-desk as a beginner. A close friend told me that the best Recruiters always acted and like it was day one for them. They we’re always in a beginner mindset.

Rookie Smarts was booked that coined the phrase this beginner mindset term. Basically, within the sales and recruiting fields you had a sink or swim mentality. An agency that I once worked at would hire entry level Recruiters and have them work for 1-3 months. Within that span if they weren’t getting hires then they we’re let go. The strong will excel and thrive. You need to have this mentality throughout your career. You will need to continuously learn and improve on talent sourcing to make placements.

This was a great question to ask. It made me truly think about this question and reflect on my own background. How have I excelled and advanced my talent sourcing and searching abilities? What has made me eager to grow within the search space? Well, I have a lot of thoughts on this topic and will highlight them below:

1. Find a Mentor

What I mean by this is connect with other seasoned level recruiters within your niche. I love connecting with other Sourcers on Facebook Groups. They might pose a question or answer a post with a well thought out response. Take the chance to reach out to that Recruiter and start a conversation. You won’t need to set up a call or invest too much time from these conversations. It’s just a great way to leverage and learn from others. A Recruiter knows how to connect – why not use these skills in practice?

I’ve at other Recruiter suggest search strings or give additional ways to find and source candidates. I would have never discovered how to source Reviews on Amazon without first connecting with Brian Fink. A random conversation sparked a creative thought that turned into a sourcing hack. Why not search for specific books in an industry and cross reference those reviews with LinkedIn profiles?

2. Build Connections

Always value others’ input and ask for advice. Go to the most seasoned Recruiter on your team and get their input on your phone screens, ask how they find and source leads, ask for their favorite Boolean search strings, just keep asking questions. Build on your connections and grow your network. The more connections and Recruiters that you meet the better you will grow and excel in sourcing.

3. Take Good Notes

Take the time to write well written screening notes. After you have an intake call with the hiring manager and understand the requirements. Every applicant that you screen type out your notes. Use tools like (GlossaryTech) to define and understand each term. Take a course on udemy or coursera to understand a job’s role. Become an expert in the field you are recruiting in. The more you understand the complete job function the better you will become at outreach, Boolean strings, and sourcing in general.

A major part of my day involves assessing an applicants background and skills. You are the gatekeeper at your company. You don’t want to waste your time or the applicants’ time by bringing them through the process if they are not a good fit. You need to really understand the preferred and required skills sets of your requisition. It takes years of practice to understand and screen for specific niches. I like to record my phone screens to help me remember certain questions that I have asked and to understand responses better.

4. Setting Attainable Goals

Everyday starts with setting a goal. My goal was to become widely known as a Talent Sourcing expert. I started this blog in 2015 and made it a goal to write at least one post a week. I have kept this goal going for over 5 years. I’ve had the opportunity to present at conferences across the globe and have gained a ton of exposure. Overall, set a goal and stick with it. Becoming an expert at Sourcing has taken me years to accomplish. It takes a lot of time – reading about new tools and new recruitment trends. Here’s how to create attainable SMART goals in sourcing.

5. Track Recruiting Metrics

What do you want to accomplish during your sourcing day? Set a daily, weekly, and monthly goals that you want to hit. How many do you need to screen, submit for a final round before you get a hire? Seasoned Recruiters track every single phase of the recruiting process. You can use this data to improve on your sourcing, and present reports to your manager or hiring manager. Data is key to building ROI and helps showcase your value. I wrote a post about Recruiting Metrics worth reviewing further here.

6. Continuously Learning

I read all the time. Blogs, websites, social media sites,& forums groups. Any topic that I am sourcing on. I like to research and fully understand the niche skill before I start searching for the role. In order to advance your Recruiting career I recommend taking training courses, finding a mentor, reading recruiting blogs (like mine) and reading posts in Facebook Groups. Invest time to continuously learn about recruitment technology trends. Our industry is constantly changing and you will need to be a student through your entire career.

7. Advanced Searching

Understand all search modifiers and operators for each search engine. Understand the reason why you use different search engines. Build on a custom search engine. Know how to peel back a website page. Understand how to find pages outside of a search engine. Know all the ways to find an email address and cell number. There’s millions of ways to find and source candidates. Get creative and think outside the box to find a lead.

We make countless decisions every day without even realizing it. Even as you sit here reading this, you’re making decisions. Decisions about the content, the questions being asked of you. And the answers to these are influenced heavily by something researchers refer to as “unconscious bias.”

What is “unconscious bias”?

Bias is an inclination or prejudice for or against one person or group. So, unconscious biases are unconscious feelings we have towards other people – instinctive feelings that play a strong part in influencing our judgements away from being balanced or even-handed.

One of the most prominent areas of life where bias can play out is the workplace. For example, one of the strongest biases we have in the workplace is gender bias. Why? Well, our feelings about gender and the stereotypes we’ve all associated with gender are something we’ve developed throughout our whole lives. Things like how or where we’ve been brought up, how we’ve been socialised, our exposure to other social identities and social groups, who our friends are/were, as well as media influences, all affect how we think and feel about certain types of people.

It’s important to mention, however, that most bias stereotypes do not come from a place of bad intent. It’s just a deep seated, unconscious stereotype that’s been formed in our brains through years of different influences we often had no control over.

How does bias affect our actions?

“Most of us believe that we are ethical and unbiased. We imagine we’re good decision makers, able to objectively size up a job candidate or a venture deal and reach a fair and rational conclusion that’s in our, and our organisation’s, best interests,” writes Harvard University researcher Mahzarin Banaji in the Harvard Business Review. “But more than two decades of research confirms that, in reality, most of us fall woefully short of our inflated self-perception.”

Biases affects us and our decision-making processes in a number of different ways:

Our Perception – how we see people and perceive reality.

Our Attitude – how we react towards certain people.

Our Behaviours – how receptive/friendly we are towards certain people.

Our Attention – which aspects of a person we pay most attention to.

Our Listening Skills – how much we actively listen to what certain people say.

Our Micro-affirmations – how much or how little we comfort certain people in certain situations.

Whether we are aware of it or not, each and every one of these things will affect who we select to come in for an interview, how we interview them, who we hire and our reasons for hiring them. So, how do you stop yourself from falling prey to the dangers of unconscious bias? The first step is simple – make the unconscious, conscious. By acknowledging the different types of unconscious bias we can start to address them.

Types of bias and how they affect your recruiting process

In recruitment, the following types of bias are all very common:

1.Conformity Bias

Based on a famous study that’s been around for decades, conformity bias relates to bias caused by group peer pressure. In the study, a group of people is asked to look at the picture above and say which line in Exhibit 2 matches the line in Exhibit 1. One individual is told to say what they think. The rest of the group is told to give the wrong answer.

We can see that line A of Exhibit 2 matches the line in Exhibit 1. But, when the individual who doesn’t know this is a test gives the correct answer is informed that the rest of the group has said Line B, in 75% of cases the individual decides to scrap their own opinion in favour of the groups’ opinion. Just think how this may play out in a panel talking about a candidate. If an individual feels the majority of the group are leaning towards/away from a certain choice, they will tend to go along with the group, rather than voice their own opinions.

2.Beauty Bias

This is the view that we tend to think the most handsome individual will be the most successful. But this can also play out in terms of other physical attributes a person may have.

For example, while 60% of CEOs in the US are over 6 foot, only 15% of the total population is over 6 foot tall. And while 36% of US CEOs are over 6.2 feet, only 4% of the US population is over 6.2 feet tall. So again, this shows some bias in terms of how we perceive a CEO.

It is common that recruiters will look to fill a role with someone who shares similar physical attributes to the person who held that role before, or who they believe looks like the kind of person who should have the role based on their preconceived bias.

3.Affinity Bias

Affinity bias occurs when we see someone we feel we have an affinity with; maybe we attended the same college, we grew up in the same town, or they remind us of someone we know and like.

When we interview someone we feel we have some affinity with, our micro-affirmations play out a bit more than they usually would. For instance, if they tell us they’re a little nervous we may smile at them more or offer more words of encouragement. Whereas, if a person we shared no affinity with told us the same thing, we perhaps wouldn’t be quite as warm towards them as we had been to the candidate we felt we shared a connection with. After the interview, you’d then speak in much higher terms of the first candidate and how much you feel they’d “fit in” over and above the second candidate.

4.Halo Effect

Halo is when we see one great thing about a person and we let the halo-glow of that significant aspect affect our opinions of everything else about that person. We are in awe of them, but due entirely to one thing.

For example, when looking through someone’s CV we may see they went to a highly regarded college where they received a certain high grade, or they had undertaken some very sought after work experience program. Due to the halo effect, we may tend to see everything else about that person surrounded by the glow of that singular achievement.

5.Horns Effect

The horns effect is the direct opposite of the halo effect, in that when we see one bad thing about a person and we let it cloud our opinions of their other attributes.

For example, when interviewing someone we might be put off by the fact that they speak very slowly because our unconscious bias has caused us to assume this as a sign of unintelligence. Cast in this light, everything they say or do for the rest of the interview could be tainted by our judgement.

6.Similarity Bias

Naturally, we want to surround ourselves with people we feel are similar to us. And as a result, we tend to want to work more with people who are like us too.

In terms of recruitment that may mean that we are more open to hiring individuals we see parts of ourselves in.

7.Contrast Effect

This plays out regularly in recruitment, particularly amongst those who spend large amounts of time sifting through CVs or conducting a vast multitude of interviews.

For example, if we’re looking at a number of CVs in a row, one after the other, we tend to compare and contrast them. We judge whether or not the person in front of us did as well as the person that came before them. When really, the only thing we should be comparing are the skills and attributes each individual has, to the skills and attributes required for the job, not those of the person that came directly before them.

8.Attribution Bias

This is the most common form of bias in the recruitment process. People constantly make attributions regarding the cause of their own and others’ behaviours; however, attributions do not always accurately reflect reality.

If we do something well we tend to think it’s down to our own merit and personality. When we do something badly we tend to believe that our failing is due to external factors, like other people that adversely affected us and prevented us from doing our best.

When it comes to other people, we tend to think the opposite. If someone else has done something well, we consider them lucky, and if they’ve done something badly, we tend to think it’s due to their personality or bad behaviour.

9. Confirmation Bias

This is one that recruiters have to be extremely careful about. When we make a judgement about another person, we subconsciously look for evidence to back up our own opinions of that person. We do this because we want to believe we’re right and that we’ve made the right assessment of a person.

The danger of conformity bias in recruitment is that our own judgement could be very, very wrong and could cause us to lose a great candidate for the job.

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Did you know that 56% of recruiters claim the biggest bottleneck is hiring managers moving candidates through the hiring stages and a further 43% say it is hiring managers reviewing resumes?

That’s a lot of disgruntled relationships with hiring mangers! We’re going to guess while you might not have known the exact number, the general consensus doesn’t surprise you. While this common problem hasn’t been overtly affected by COVID-19, there are some evergreen issues which need addressing. Here’s are four tips to help get the most out of your hiring managers.

1. Collaborate

Hiring managers often simply don’t understand the extent to which they are required. By establishing early on that their input is not only expected, but that it’s essential to the speed and success of the hire, will help all parties understand that it is a collaborative process.

2. Communicate

There’s few problems in this world that can’t be solved with better communication, and this is one of them. Frustrations often crop up between recruiters and hiring managers, and these can be avoided with regular, clear communication. It might seem tempting to fall silent if you’ve been unsuccessful in sourcing a shortlist of candidates, but don’t. Communication leads to understanding, so let your hiring manager know what is causing delays, and what you’re doing to overcome it. It’s also important to communicate your needs to the hiring manager. We recommend setting up a regularly scheduled meeting where both sides have an opportunity to talk.

3. Make it about them

If it’s continually difficult to get your hiring managers on board, have a think about how you phrase your needs. Are you framing your requests in regard to what you need? Try rephrasing to frame your request around what the hiring manager needs. For better or worse, people are more likely to do things which benefit themselves.

Don’t say 

I need you to review this shortlist of candidates for me.

Could you review this job description and let me know if it’s accurate?

Do say

I’ve found some candidates for you that I think would be great for your team. Could you see which ones you would want to bring in for interview?

I want to make sure we get the right candidate for you. Do you have a few minutes to run through this job description?

It’s a small change. But reminding the hiring manager that ultimately your tasks are to benefit them, can help get them see them as something other than just another to-do that can be delayed.

4. Make the hiring manager experience as positive as possible

Like anyone in your hiring process, consider their experience as not only an opportunity to improve, but also to help set you up for future success. Listen to their needs, not only for the role, but also to fulfil what you need them to do for you. Is there any tech that could help? By considering what obstacles they might experience, you will be better prepared to deal with them. Making the hiring manager experience a positive one will not only make future interactions with them easier, but also will encourage them to talk positively of the experience with other hiring managers in your organization.

Credits: SocialTalent

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Productivity never happens by accident. It takes a concerted effort on your part to reach that finish line in fine fettle. But with so many of us working from home as a result of COVID, the measures of productivity have blurred. The research on improved productivity with remote work is well documented, but how we stay productive has changed. There are a host of new conditions that can throw you off your axis – makeshift office spaces, the omnipresence of family and housemates, even a daily news bulletin in 2020 can halt you in your tracks!

However, with the right scaffolding in place, you can consistently hit that productive stride. Action these tricks and watch your day transform from pointless to profitable.

Get into the groove

Routines! They are the most important habit to adopt. Work and life are colliding in ways that we have never seen before. According to Business News Daily, 29% of employees are struggling to acclimatise to this new normal. And while sitting in bed, swaddled in a duvet with a laptop perched on your knees may seem like a luxurious, laissez-faire means of working, it is so deleterious to productivity. It’s easy to become relaxed when there is no habit of getting up, getting ready and leaving by a certain time. Now that’s not to say that working 9-5 is what makes you productive, but find a healthy routine that suits your way of working. And stick to it. Become accustomed to the pattern and it’ll be easier for your brain to engage.

Look over there

Distractions are the devil for remote workers. We all remember this video. Hilarious and adorable, it still illustrates how easy it is to get disturbed when working from home. It was the pinnacle of bad timing. But how do you go about ensuring that distractions are kept to a minimum? First, designate a dedicated office space. Create boundaries and if there are other people in your home, come to a compromise about how the space can work. Try to create a stress-free zone with minimum traffic so you can stay focused and productive. Harvard researchers say we are lost in thought 47% of the time, so don’t exacerbate this by falling for temptation. It can be tough, but endeavor to minimize distraction during your office hours.

Tick-tock

Scheduling can be an absolute nightmare. We all wish we had extra hours in the day so we could get through our endless to-do lists. But efficiency does not lie in the amount of time we have, but rather in how we use it. Parkinson’s Law states that work will expand exponentially to fill allotted time. So cut this off at the source and block your time accordingly. Write your list and fit these tasks into your day. And be realistic about this. It’s so easy to let the working day bleed into your home life. Even block off some regular breaks. It is reported that we are 37% more productive when we take breaks. There’s nothing wrong experimenting with different forms of time management either. What worked in the office may not work now, so keep this in mind.

Practice self-care

Burning out will not help you be productive. It’s so important, even in the midst of planning routines and managing time, to keep tabs on yourself. Durham University’s Dr. Thuy-vy Nguyen believes that the psychological effects of working remotely for extended periods is often overlooked. So do small things to bring some calm and perspective to your day. Whether that’s some meditation or mindfulness techniques, getting some fresh air or connecting with colleagues for a chat, make sure you keep an eye on your mental well-being. And this extends to the “I just need to send this one thing” mindset. Adhere to your finishing times when possible. Mute your notifications. And get out of sight of your desk. Productivity will not flourish if you are constrained.

LinkedIn have reported that 91% of HR professionals can attest that remote working has resulted in employees seeming more engaged and satisfied. But it’s a whole new ball game and it looks like we’re going into extra innings. So take note of the above in order to maintain these productivity levels, especially when work-from-home becomes your status quo.

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Credits: Socialtalent

BY CHELSEA VERSTEGEN

While hiring dependable healthcare professionals has always been a challenge, the pandemic has likely made your open roles harder to fill than ever before. An influx in patients to care for along with safety concerns has created the perfect storm for many agencies, so when it comes to finding top talent, you’ve got to do whatever you can to stand out.

We’ve put together some pointers on how to make sure your agency is a cut above the rest to help you attract the talent you need right now.

Make Your Job Descriptions Pop

Boring job descriptions may draw in some applications, but your applicants should want to work for your company. To make your company stand out from the competition, focus on the big picture of each role. Go into detail about what the role looks like and the requirements, but make sure to give an idea of how each role contributes to the overall success of your agency and the wellbeing of your patients.

Use visuals of your staff at work or your team doing something fun together. Try out video testimonials of what it’s like to work for your agency, or use video to showcase your culture and brand. This can be an easy way to break up text and show applicants what working for your company is really like.

Get Rid of Buzz Words

While you do want your job description to stand out, buzz words like “detail-oriented” and “team player” don’t give more clarity to the role, and are a given for almost any job, so there’s no reason to harp on it. Think about what information is truly helpful and important when describing your roles and company. Focus on what is absolutely necessary for the job seeker to know — like requirements, day-to-day tasks, compensation, benefits — and leave the rest for the interview process.

Don’t Be Too Casual

A study by LinkedIn that asked 450 participants to highlight the most useful pieces of information on three different types of job descriptions found that 42% had a negative response to casual job descriptions. A generic job description had a positive reaction from 75% of participants, so lean more toward a traditional tone than overly formal or super casual.

This means leave out trendy phrasing like “guru” and “ninja” and refrain from using hashtags. You want to sound human, but don’t go too overboard, especially if the casual tone doesn’t reflect your culture.

Build a Strong Brand and Reputation

The way your brand is perceived matters just as much to your employees as it does your customers. Applicants will check Glassdoor and other online resources to see what your company’s reputation is, so work hard to make sure your internal culture matches what you’re advertising in your job descriptions.

Likewise, providing a great customer experience will help you attract the best and brightest. No one wants to work for an agency that doesn’t value their patients. Ensure that your clients are taken care of with the utmost care and you’ll attract the industry’s top talent.

Aim For Diversity

Attracting a diverse workforce starts with the job description, so make sure you’re using inclusive language and descriptions that would attract all types of people. Use gender neutral language and don’t go overboard with requirements. Some roles, for example, don’t need to have a college degree, so make sure all requirements match the position, or you’ll miss out on highly qualified candidates. For more ways to make sure you’re attracting diverse candidates, read our post about diversifying your workforce.

Keep the Process Moving

The last thing applicants want is for the hiring process to take months. Hireology recently surveyed new hires to find out what they expect from the hiring process from start to finish, and we weren’t surprised to learn that 68% of healthcare applicants receive multiple offers from varying companies. If your process takes too long, top applicants have many other offers to choose from and will likely be lost to your competitors.

With Hireology’s mobile app, moving candidates that are a right fit through your hiring process has never been easier. You and your hiring team can instantly assess new candidates, move them to the next step in the process, and contact them via email, text, or phone call, all from your mobile device. You can even inform those that won’t be moving forward in the process of your decision with one simple tap which triggers a customizable email to be sent to their inbox.

Treat Your Candidates like Customers

The amount of respect you provide your customers with should extend to your candidates as well. The interview process is a two-way street, and while you’re trying to find the right fit for your team, your candidates are also vetting your company. Cut down response time, communicate often with your applicants so they know they are valued, and be on-time and prepared for interviews and conversations. And when it comes to applicants that you don’t think are the best fit, make sure you communicate that to them. Ghosting applicants is the fastest way to get a bad wrap, so be respectful and let them know that you won’t be moving forward with their application.

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If you’re one of the companies still hiring in the midst of the pandemic, you’re likely going about it in a new way. From where you’re looking for talent to the interview and onboarding process, social distancing is impacting recruiting in a myriad of ways, and just how much will depend on your industry.

“Some sectors have been obliterated, like hospitality and travel,” says Arran Stewart, cofounder and chief visionary officer for the automated job-matching site Job.com. “Conversely to that, some are absolutely booming. Logistics and healthcare workers are in huge demand as are certain retail workers, like supermarkets.”

Stewart’s site has seen a surge in demand in blue-collar workers, with 100,000 more posts for warehouse workers than the platform’s traditional numbers. “It’s unprecedented growth in that sector, since everyone is having things delivered to their homes,” he says.

Blue collar or white, the way companies hire workers has fundamentally changed.

A NEW CANDIDATE POOL

The first change is how companies find candidates. Due to social distancing, many are pulling back on national or global advertising, limiting their geographic search. “They look locally first, focusing on their city rather than flying someone in,” says Atta Tarki, author of Evidence Based Recruiting and CEO of the specialized executive search firm ECA. “If they can’t find someone, they’ll slowly widen the search.”

Social distancing may be a positive for internal candidates, many of whom are getting a closer look, says Tarki. “A number of clients said the responsible thing to do is put a freeze on external hiring and repurpose their internal people,” he says.

And gig workers may find opportunities, too, as companies are using them to bridge the gap, says Tarki. “Some companies are putting permanent roles on pause, filling interim roles instead,” he says.

A NEW INTERVIEW PROCESS

The interview process is also changing, going from in-person to video platforms like Zoom. “Face-to-face interviews don’t exist anymore, and everybody’s fine with video interviews,” says Stewart. “It’s peculiar for blue collar workers, though. They’re used to turning up for an interview that would lead to a job. Now they’re being interviewed over video and turning up to work.”

In some cases, companies that have colleagues in other cities are asking them do in-person interviews with candidates, says Tarki. “Before the lockdown, these might have been done at a coffee shop, and now sometimes people are meeting at a local park,” he says.

How a company adapts its interview process can be a clue to its culture, adds Tarki. “A couple of weeks ago, our first wave of clients were allowing some candidates to opt out of onsite meetings and made it comfortable for them to do so,” he says. “Some companies are letting people start a few months later if that helps them. The biggest question on people’s minds right now about switching jobs is will their new boss be reasonable if something comes up. By accommodating different comfort levels, companies aren’t just saying they have a good culture; they’re showing it.”

NEW ONBOARDING

Once a candidate is hired, the onboarding process is becoming virtual, too, and the biggest change is in the new management style it requires, says Stewart. “Onboarding is about bonding and managing emotions day to day, and when you’re dealing with working remotely, it creates a challenge,” he says. “Onboarding is quite personal. How do you help someone new to the company feel immersed with the business and a part of it?”

Some companies are using VR technology to give candidates a tour of the facilities, says Tarki. And regular videoconferencing is important.

“Helping someone feel part of a team comes down to clear information, clear directives, and strong leadership,” says Stewart. “You may only speak to someone 15 or 20 minutes when before you spent the entire day sitting just a few desks away. You need to offer plenty of resources and information, with scheduled conversations through video. You need to introduce a routine into their lives.”

WILL THIS SPARK LONG-TERM CHANGES?

How people work changed overnight, and the new processes may become permanent, says Stewart. “In the past, our studies found that 44% of companies wouldn’t entertain remote working, and now pretty much every company has to entertain it,” he says. “That’s a huge shift in working, interviewing, and hiring. It requires a greater level of trust, understanding credentials, and managing personalities and relationships.”

Stewart predicts that companies will see that workers can be productive at home. “They might also enjoy not needing extensive overheads with huge offices or the pressure to create an engaging environment, especially if they’re getting the same level of productivity,” he says.

“It’s a new status quo,” he says. “We will have long-tail repercussions to the changes in behavior, and some companies will flourish and new ways of working and new technologies will emerge. In next 12 months, the recruiting landscape will look quite different.”

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