We were all optimistic when 2020 first began. Unemployment was at an all–time low, the country had good credit and the economy had completely turned around since the 2008 recession. Businesses were ready to grow, and with that, new positions were created.
But, then the Coronavirus disease (COVID-19) pandemic happened in March 2020, and the entire world shut down.
A majority of the United States placed “stay-at-home” orders, limiting shopping trips to only getting “essentials” and people had to adapt to an all-virtual learning and working environment.
Companies began placing hiring freezes while millions of people lost their jobs. Nearly one year later, businesses are only just now starting to get back on their feet.
In a survey released by Adecco Group North America, 70% of organizations who have furloughed or laid off employees during the COVID-19 pandemic will back-fill roles that were eliminated. Nearly nine in 10 respondents who say they will back–fill roles plan to do so in less than a year, while 62% plan to do so in less than six months.
“Companies have adjusted, but it has certainly taken some time. Back in spring of 2020 when we were assisting companies with sourcing talent, the strategy of looking at remote candidates was not embraced. Fast–forward six months though, and companies’ mindsets have changed on that. Companies have realized with the utilization of technology and the reality of hybrid workforce in the future, they can hire talent from other geographies with little challenge,” says Christine Castaneda, head of professional recruitment, Central at the Adecco Group North America.
As companies look to hire on new employees, digital scouting has become a much–needed tool in order to find new recruits.
“The impact of digital scouting on supply chain is two-fold. While it has provided companies the opportunity to source levels of talent outside of their local market, it has also presented a challenge to companies when looking to source for levels of talent that do not have the ability to work remote,” says Castaneda. “As we know, there are many roles in the supply chain that are hands on, which was a challenge in itself with lockdowns and delay in product, but an additional challenge rises when using digital scouting to source this talent who may not be turning to LinkedIn or Facebook when searching for a new role.”
Digital scouting can potentially stabilize supply chains by providing more options to companies when it comes to sourcing talent. As businesses allow their employees to work remotely for the foreseeable future, sourcing talent is no longer limited to certain geographical areas, garnering a whole new pool of candidates who would otherwise be dismissed.
“Digital scouting allows for hiring managers to make quick comparisons of candidates, while also allowing candidates to have information on the company available at the ready. Unfortunately, the transactional nature of digital scouting does take away some of the traditional aspects of the relationship building process,” says Castaneda.
But still, the pros of digital scouting outweigh the cons as the pandemic continues. Companies have eased into the idea of having multiple options and the ability to utilize resources from around the globe. In addition, tools that were used in a remote setting, such as video conferencing, will continue to be used even as employees return to the office.
“The pandemic taught many employers that they could successfully operate with remote workforces and digitally driven practices. As more people return to their offices, many will carry with them efficiencies learned over the last year,” says Castaneda.
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