With the changes brought on by the pandemic, the Canadian job market in 2021 is looking vastly different than it did 18 months ago. As with every other aspect of life, the pandemic turned the recruitment market upside down, and some of the changes it prompted have emerged as lasting parts of the recruitment process.
There are a variety of trends that the pandemic has brought on that have changed the hiring process and recruitment industry in Canada going forward. It is important for businesses and recruitment agencies to adapt to these changes and keep up with the changing recruitment landscape to ensure that they can continue attracting high quality candidates.
- Virtual Interview processes
The explosive interest in online platforms such as Zoom, and Microsoft teams means that it is no longer necessary for recruiters to conduct the hiring process in person. More than ever hiring managers are conducting their interview processes online and reaching out to candidates virtually.
- Virtual working leads to less geographic limitations
Many employees have enjoyed the enforced virtual working. This new work model has been popular for many reasons including the levels of convenience that it offers employees and is something we can expect that candidates on the job hunt will be looking for in future positions. With the ability companies now have for a distributed workforce, hiring managers are able to search for candidates on a national or even international level for roles that traditionally would have been local. Consequently, this also means candidates can now look beyond their local job market and have access to more opportunities.
- Less patience for un-tech savvy organizations
The desire that many employees have for these hybrid and virtual work models means that there is less patience for companies that have not invested in these technologies. Simply put, companies that are not evolving with the technology and offering the virtual work models that candidates are asking for are missing out on many high-quality candidates that would be interested otherwise.
- Increased demand for talent throughout the construction supply chain
Demand for the construction industry stayed consistent throughout the pandemic meaning that the need for talent remained strong. This demand has only increased once the country began its reopening plan, resulting in more positions becoming available.
The emerging recruitment market is candidate driven with many jobs and not many candidates. Candidates are in high demand so employers must work hard to attract the best talent.
- Supply chain challenges impacting retention and attraction rates for employers
Who wants to sell something that their company cannot actually deliver? Supply chain issues are beginning to impact recruitment in the building supply industry. Employees are increasingly frustrated with elongated delivery times that cause their customers to look for better options elsewhere. This results in potential hires asking more detailed questions about the company’s ability to provide a seamless supply of products, wanting to ensure that they will have the resources to deliver on promises to customers.
- Booming demand in the healthcare sector
Construction in the healthcare sector has exploded since the beginning of the pandemic. Candidates with knowledge of this vertical are in high demand from almost every company operating in this space. In response to the demand for candidates, compensation in the sector is rising as companies compete for the best talent.
- Recruitment processes are shortening
Decision making is having to be streamlined as the demands of the employment market mean that good candidates have multiple options available to choose from. Line managers are having to make decisions faster and work harder to close their candidates on the reasons why they should join their firm.
- Candidates have been more receptive to headhunting
The strain that the pandemic has put on the job market means that many candidates have been more open to conversations with recruiters. Frustrated by the impact that the pandemic has had on their employment, many have been more interested in exploring opportunities that might serve them better.
- Yet, some candidates are becoming less receptive to headhunting due to volume of job vacancies
Whilst they might be frustrated with their own employer, they may only be willing to engage with headhunters so many times. There is emerging fatigue from employees that are constantly targeted for roles.
With candidates in such short supply, employers and recruitment agencies are incredibly busy approaching potential employees in the hope of attracting them. Everyone has time for the occasional call, but no candidate has the time for calls every week.
- Greater Value on Job Security
Due to the unpredictable nature of employment during the pandemic, candidates in 2021 are looking for job security more than ever before, and companies that cannot offer it are losing out on people to add to their team.
Many people experienced job instability such as lay offs and cuts in working hours during the pandemic and are not keen to repeat the experience, meaning that job security is higher on the list for post pandemic workers.
If you are a business looking for assistance navigating the post pandemic recruitment market, contact Stephen Borer at [email protected].
