Meeting the hiring needs of businesses looking to fill newly created positions is the primary concern for recruiters working during the Covid-19 pandemic. Due to the hiring rush, the demand to find individuals for new and specialized post-COVID-19 positions in high-risk areas like cyber security and healthcare has grown.
This has made smart talent personnel think outside the box when hiring for in-demand emerging positions requiring no experience. Recruiters are now employing the following six methods to find top talent for emerging positions:
1. Transferable Skills Most Come Ahead of Specified Experiences:
Due to the attributes of emerging job roles, a limited pool of candidates with prior experience is expected.
To curb this trend, several companies are reevaluating the criteria that determine a job candidate’s suitability, and previous experience is exempt. In turn, emphasis on referrals and transferable skills are vital to substituting experiences.
2. Comprehending the Development of Legacy Positions:
Although emerging positions may appear to lack antecedent, almost all evolved from a heritage role. Positions like product manager and data manager came from business analyst and data development positions.
You can locate candidates capable of transitioning naturally into these new jobs by understanding the history of these roles.
Once a recruiter has determined these legacies, they can concentrate on businesses where employees share the same qualities.
3. Concentrate on the Level of Interest:
Assessing candidate passion is always a key component of hiring and is important for evolving roles.
Candidates with zero expertise on a job but possessing the willingness to learn are an asset and extremely useful.
Online resources such as LinkedIn groups can help recruiters to find workers looking to connect with others and expand their knowledge about a specified field.
4. Put into Consideration the depth of Adaptability:
When filling newly created positions, it is advisable to look for candidates who have previously had to adjust to changes in the labor market.
Finding adaptable workers can be facilitated by giving preference to applicants who have successfully advanced in their existing positions or changed careers in response to the demand.
5. Pinpoint the needed Functions:
The needs of the roles and various core functions are important for success when looking for the next hire.
You must analyze the core functions and the combining skills essential for an emerging position as it is a proper way to hire a candidate.
Various positions almost certainly call for interpersonal abilities, project management, and analytical reasoning, as candidates must have demonstrated them in previous roles.
6. Get ready to Assist and Train In-details:
Companies must be ready to train qualified talent on the specifics of tech stacks, procedures, and unfamiliar software because the pandemic has resulted in completely new jobs in a competitive labor market.
An economical way to acquire skills in developing fields is through employer training consortiums that link employers with employees and pay them for training. Although it may seem difficult, doing this has many benefits.
As new hires may have experience in an unrelated discipline or positions that are not comparable to those they will be filling, onboarding has a greater impact in these situations than it would usually.