Searching for a job in 2021 and beyond.
Searching for a new opportunity has become quite different in 2020, and that doesn’t seem to be changing anytime soon. Accelerated by COVID-19 and the social pressures of last year, changes that were expected to take years are happening in months instead. Our friends at LinkedIn have surveyed over 1,500 talent professionals to see what they think the job searching landscape will look like in the future. In this article, we’ll look at two changes that have the most potential to change the way we search for jobs in 20211 and beyond.
Internally Filing positions will become the norm
In the past, having the option of internal mobility was a great company incentive. However, experts believe this will become standard practice in the coming years. It is predicted that companies will continue to keep track of employees’ current skills and abilities, but will also put forth an effort to provide relevant learning and development resources that will help these employees fill any qualification gaps when pursuing a higher-level role. Due to uncertainty in the market, employers will attempt to move away from static positions and build toward cross-functional positions, which will allow their employees to shift focus to new projects and responsibilities as the needs of the business change. This will also change the way employers assess and hire talent. They’ll prioritize applicants’ potential and transferable soft skills, (such as
adaptability and problem-solving), over their experience and technical capacity to do specific tasks.
Remote is here to stay
Many companies may have dabbled with video interviewing and remote assessments in the past, but the realities of the present day have forced many to create a completely remote recruiting process for the first time. These companies have been noting and embracing the cost and time savings that this change has brought with it.
In the same way that a hybrid workforce of both onsite and remote employees will become the standard, a hybrid hiring process that combines virtual and in-person elements is also expected to become the norm.
Candidates for entry-level positions may experience a completely virtual hiring process, not setting foot in the office until they’re onboarded, if then. Executive candidates, on the other hand, are more likely to experience a more extensive hiring process with numerous onsite visits and face-to-face interviews.