Important Strategies for Recruiting Post-Pandemic

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In high-stakes industries such as cybersecurity, recruiters are frantically looking for candidates. It is becoming more difficult to find candidates to fill emerging jobs. Smart talent professionals are exploring alternative hiring models without requiring experience. New talent is available due to the Great Reshuffle.

To fill some of these emerging jobs post-COVID, recruiters use the following six strategies:

  1. Invest in the specific experience instead of transferrable skills.

As employers rethink what qualifies a candidate for a job, experience is not always the most significant factor. Emerging jobs are causing recruiters to get creative and consider various types of hires without experience requirements. Referrals and transferrable skills are crucial when experience isn’t available.

  • Become familiar with the evolution of legacy roles.

A recruiter looks for candidates who will be able to develop into emerging roles relatively quickly. The product manager position evolved from the business analyst position, the data engineer position from the database developer position, and the data scientist position from the data analytics position. The key is to target companies with better skill sets and job functions based on what they are.

  • Curiosity is the key.

To identify workers interested in learning more about a specific field, recruiters can use tools like LinkedIn Groups. New fields value candidates who express a willingness to learn despite not having direct experience. Having volunteered for a relevant project in an emerging field, for instance, demonstrates a candidate’s dedication.

  • Take a look at examples of adaptability.

Candidates who have successfully upskilled in their current roles or changed jobs based on demands can be prioritized as adaptable hires. A company’s success depends on its employees’ ability to adapt to rapidly changing organizations. Innovation is often driven by individuals who are willing to take on new challenges and grow within emerging roles and functions.

  • Decide what core functions are needed

 For a position to be successful, recruiters need to consider what types of core functions are required. Candidates may likely have demonstrated analytical thinking and project management skills in previous roles, which are required for many jobs. As a result, it’s normal that such a unique combination of background items doesn’t exist yet.

  • Prepare yourself to fully onboard and train.

A company must be prepared to train quality candidates in unfamiliar software, technologies, and procedures. Developing skills in emerging areas is cost-effective when employers form training consortiums. New hires can have worked in unrelated areas or in jobs that are not comparable. It may seem burdensome, but experts say training a new hire is vital.