3 Ways to Dominate the Job Market During the Covid-19 Pandemic

Shefali Vasave | February 4, 2022 | 9 views

Introduction: How COVID-19 Pandemic Impacted All Areas of Professional Growth

It is an undeniable fact that the pandemic had a systemic effect on all areas of professional growth and the job market. In some fields, the pandemic has created career opportunities for many people. The need for medical professionals, engineers, and other skilled workers skyrocketed during this time. It was not uncommon to see people who were unemployed or underemployed having their skills used in these fields.

However, due to the restrictions on social movement, many businesses were forced to close their doors. This resulted in job losses and the stalling of career growth on a massive scale. According to an OECD Policy Responses to COVID-19 study, the volume of job postings with the criteria of work from home arrangements increased by 100% in Canada and 64% in Australia. However, in the United States, job openings dropped by 70% in July 2020. The study also observed a weak recovery, concluding that many employers were postponing their hiring processes in such a volatile environment.

That being said, there’s a growing number of new opportunities. For those who are still looking for a job or want to change careers, now may be the perfect time to take a look at what's out there. There are many career opportunities for people to capitalize on their skillset across industries. For instance, teachers who had to adapt to a new online mode of teaching are considering providing online coaching services. They are developing digital courses to leverage their newfound skills. This article will give you some tips on how to continue with your professional career development despite the pandemic’s impact.


Researching and Identifying New Career Opportunities

A study by the McKinsey Global Institute predicted that 14% of the global workforce, or over 375 million workers, will need to acquire new skills or change occupations by 2030, owing to automation and the development of artificial intelligence. The pandemic has only exacerbated this situation further. To understand how to overcome it, it is essential to take the most explicit disruption of work life into consideration, i.e., remote work.

Although the COVID-19 pandemic forced companies to adopt remote work, there are signs that this working set-up is here to stay. Many organizations are now building their hiring, employee, and HRM policies around it. Even before the crisis, several sectors witnessed a growing location-agnostic workforce. This required developing training and development programs to accommodate the challenges of working remotely. These industries are now in the middle of transitioning to a permanent remote working arrangement.

Identifying new career growth opportunities means understanding what companies are really looking for. You must develop a career plan that showcases your adaptability and remote-ready attitude. As job responsibilities become varied, soft skills like communication, social adaptability, cognitive abilities, and the like will take precedence over skills that are trainable on the job.


Top Skills to Cultivate With Consistent Training and Development

Learning from home, like working from home, is another consequence of the COVID-19 pandemic and the many restrictions that were enforced to contain it. With e-learning platforms providing numerous opportunities, the increased focus on training and development is self-evident. Learning a new skill, developing your current skillset, and acquiring some indispensable capabilities will help you stand out in the current job market. So, what skills should you start cultivating?

Communication skills

Communication skills are crucial in any job and will be even more so in the post-pandemic era where work is done remotely. Physical workplaces have always been a hotbed for some of the best collaboration and communication. Improving your communication skills will put you at the front and center of career opportunities. Actively reaching out to people and making it a habit to respond quickly are just some ways to make workplace communication effective.Learn how to enhance your people skills here.


Critical thinking skills

Quick and analytical thinking is essential for senior leaders. With the pandemic, organizations are increasingly looking for employees who can bring this skill to the table. With the business landscape changing rapidly, sometimes overnight, critical thinking will be in high demand. According to an Indeed career coach, you can improve critical thinking by working on six aspects: improving self-awareness, understanding your thinking process, learning to think long-term, listening more actively, asking lots of questions and evaluating evidence. The next time you are challenged at work, remember to adopt these aspects in your problem-solving process.


Leadership skills

Leadership has no single definition. While some people believe that leadership is the act of influencing others into action, others may associate it with confidence, charisma, high levels of emotional intelligence, competence, and the ability to assess situations and make decisions quickly. Whatever your definition of leadership, it is a necessary component of a successful future. Whether you want to lead a team or manage a group during a project, these skills will come in handy.

“With organizations able to hire from pretty much anywhere in the world – if they want to – the talent pool for many small (and large) companies has opened up massively, which is great news, especially when you consider how desperate the industry is for more skilled tech professionals.”

- Nabila Salem, President of Revolent Group


In addition to these soft skills, leveraging your social network is going to be an essential factor in helping you boost your career growth.

The Importance of Your Network and LinkedIn

Networking is vital to career success. It is how we meet new people and learn about opportunities that are not accessible every day. It can be done both in person and online. A HubSpot study reveals that almost 85% of job postings are filled or applied for via networking and personal contacts.

One great thing about networking is that it can be done both in person and online.

“When we create a positive experience that fosters connection and builds trust, we increase the probability of a future business transaction.”

- Carrie Missele, Director at Inspirant Group


While some people prefer to network in person, you can now use social media or networking sites like LinkedIn to build your professional circle. Regardless of how you choose to network, it is important to maintain a positive attitude and a willingness to help and receive help from others.

LinkedIn is the world's largest professional network, with over 500 million members in over 200 countries and territories. With more than 20 billion connections, it's easy to see why it has become the go-to place for job seekers and employers alike. According to CNBC, almost 70% of jobs never get published, making it imperative to build personal connections to be able to access some of the best career opportunities in your field.


Conclusion: Getting Ready for Rapid Career Growth in 2022

It is never too soon or too late to think about your career and professional development. Whether you’re at the beginning of your career or a seasoned professional looking to switch, it's important to plan. With the COVID-19 pandemic throwing a mixed bag of challenges at professionals worldwide, your career growth will depend on how well you’re able to identify long-term opportunities that move in parallel with the changing dynamic of the business landscape.

Frequently Asked Questions


Should I hire a career coach to train me?

You may want to consider hiring a coach if you have been working in your field for a few years and are not seeing any career and professional development.


What are some strategies for success in my career?

One of the most effective strategies to use is to find a mentor in your field of work. They will not only guide you but will also assist you in making connections and identifying opportunities that you would have missed otherwise.


How do I find a mentor?

A mentor can be found in many places, which can include your co-workers, managers within your industry or through coaching services. Mentoring relationships can be formal or informal, and it is often best to start with a person you know.

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Hydrogen Group

Hydrogen Group is a global specialist recruitment business, placing exceptional, hard to find candidates in over 70 countries.Our joined up practices combine international reach with local expertise and specialist knowledge.

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Article | March 3, 2022

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How Key HR Metrics Can Inform Business Decisions

Article | January 21, 2022

Numbers tell a story, and with analytics at the center of decision-making, businesses are increasingly turning towards data to uncover insights. When it comes to people, organizations are warming up to people analytics to find insights that go beyond operational efficiencies. Although workforce analysis in HR has become a coveted skill, can its insights be concrete enough to inform major business decisions? The Crucial Role of HR Data and Analytics in Business Decision-Making As the role of HR expands from being mere record keepers to helping organizations achieve business objectives, uncovering human resources metrics becomes critical. Achieving synergy between HR goals and organizational objectives is crucial. Key HR metrics can benchmark performances, identify KPIs, forecast requirements, predict employee tenure, and design new initiatives. 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4 Powerful Examples of HR Data Analytics in Action

Article | April 25, 2022

Data Analytics Applications That Are Positively Impacting HR Data analytics has some critical and timely applications in people management. According to SageHR, global data and business analytics revenues have grown by about 36% in just four years. The importance of HR analytics can be felt today more than ever in everything from attracting and onboarding talent to boosting employee morale. Diversity, Equity, and Inclusion It is possible to leverage HR data management to improve the diversity quotient of an organization. For example, companies can expand their candidate search with big data and present a clear picture of pay structures to uncover bias and create more diversity. Training and Development Skill gaps are a significant aspect of core HR responsibilities. 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Employees who leave an organization are leaving with their knowledge base, network, and even customers at times. For a company like HP, this means a loss of millions of dollars. With data scientists at the helm, the HR data analytics team took up the task of identifying employees who might be at risk of leaving. The exercise revealed several intricacies that would allow managers to build better retention strategies. For instance, if a promotion didn’t come with a significant raise, promoted employees were at a high risk of leaving. Siege reported that HP saved an impressive $300 million with data analytics in HR. People Analytics at Every Step at Google Google is the youngest firm in a league of industry leaders who attribute its success to having decades of history and reputation. Google owes much of its success to people analytics and data analytics in HR. The firm’s people analytics team reports directly to the VP. With predictive analytics, Google identifies hiring problems like salespeople leaving the company if they haven’t gotten a promotion within four years. In pursuit of better retention, Google has also developed an algorithm to predict which employees will be difficult to retain. In addition, the search giant uses analytics to analyze rejected resumes, so no top-notch candidates fall through the crack. The company has used data analytics to compare the value of top performers versus average ones to enable HR leaders to make a business case for better resources to hire, retain, and develop talent. Boosting Hiring Decisions with Facebook “The great thing about data is that it gives you a comprehensive view of the organization. It’s just not possible to get this 360-degree look on our own for most organizations.” -Alex Fink, VP of People Analytics and Workforce Strategy at Facebook Social media has long been used by companies to supplement screening and background checks. 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Guided by these statistics, Nielsen’s data analytics team succeeded in identifying 120 key employees at risk of leaving. By running multiple programs to arrest the retention rate, Nielsen was able to reduce employee attrition by two percentage points and save $10 million. Conclusion: How Can Human Resources Analytics Continue to Be a Game Changer The importance of HR analytics is undisputed. These examples clearly demonstrate the business case for using data analytics applications in HR and using them to predict performance, identify patterns, and eventually develop HR management strategies. It helps to identify negative patterns and course-correct work strategies to maximize resources. From optimizing day-to-day HR operations to attracting top-notch talent to delivering a positive employee experience, HR data analytics is helping build agile HR processes. Frequently Asked Questions What are the areas of data analytics in HR? HR data analytics include descriptive, predictive, diagnostic, and prescriptive analytics. Who is responsible for HR data management and analytics? As data grows in importance, the role of HR expands to include data analytics skills as an integral part of them. HR analysts typically use data to draw actionable insights. What metrics are used to analyze HR data? Key metrics like absenteeism rates, overtime expenses, training expenses per employee, productivity, and employee happiness are the most significant data points in HR.

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LiveHire and Enboarder Collaborate to Offer a Cutting-Edge Onboarding Experience

LiveHire | June 16, 2022

Industry-leading total talent platform, LiveHire announced a partnership with Enboarder, the world’s first and only people activation platform, to offer a tailored onboarding experience for organizations when making new hires. "Our integration with Enboarder comes at an opportune time where candidate experience is vital to recruitment, Enboarder's integration with LiveHire provides a seamless transition from recruitment to onboarding that is experience-driven from end-to-end." -Christy Forest, LiveHire CEO. "At Enboarder, our mission is to help organizations put their people and human connection at the center of everything they do. By integrating our People Activation Platform with LiveHire, we'll ensure that companies worldwide are providing their new employees with a smooth transition from the hiring to onboarding process, solidifying strong connection and engagement throughout the employee's entire journey." - Brent Pearson, founder and CEO of Enboarder Organizations are increasingly looking to deliver a candidate-friendly onboarding experience. Considering that bad onboarding practices increase attrition and cost millions of dollars every year, LiveHire and Enboarder’s partnership comes at an ideal time. The combined strength of their offering will increase flexibility and create a seamless transfer of data. "Kent Removals and Storage have undertaken a highly successful dual partnership and integration with LiveHire and Enboarder as part of our people initiative to ensure an excellent candidate and employee journey. What we have loved about LiveHire is that we can be agile in our messaging and contact with candidates, ensuring that we are communicating to everyone their status and progress. The talent community is a great way for us to engage passive candidates and build a connection for opportunities down the track. With Enboarder, the workflows allow us to really tailor the onboarding to the needs of our changing workforce. Catering to our blue and white collar staff and those on site and remote is easy with Enboarder. We get to engage with our new hires the moment they accept and keep them engaged during that critical time during their notice period. Having both systems in play means the journey from candidate to employee is seamless, engaging, intuitive and fun. Our feedback to date indicates that we are just shy of reaching a 5 star rating for this integration." - Paula McCabe, Head of Talent and Performance at Kent Removals and Storage

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RECRUITMENT & RETENTION

ServiceNow Jumpstarts Acquisition of Hitch Works to Accelerate AI-powered Skill Matching

ServiceNow | June 06, 2022

On June 3rd, prominent cloud-based platform ServiceNow announced an agreement to acquire HitchWorks, a skill mapping solutions provider. ServiceNow will now be able to leverage Hitch Works’ capabilities of AI-enabled skills insights to help customers meet talent gaps. The resulting platform will align learning and development with workforce planning and empower organizations to match the right people to projects. “If skills are the new currency for business, insight into these skills is critical to driving talent retention and adapting to evolving business needs. But skills management has historically been siloed, with numerous point solutions and fragmented processes that don't work together. With Hitch, ServiceNow will streamline skills intelligence on a single platform to help business leaders match employees with meaningful work.” -Gretchen Alarcon, vice president and general manager of HR Service Delivery, ServiceNow An IDC study revealed that North American CEOs believe that navigating talent gaps poses the biggest risk to organizations in 2022. The low rate of employee retention and a fast-changing landscape are putting immense pressure on organizations to effectively attract talent and retain it. Hitch Works’ AI and ML functionalities will help organizations identify employees that are best-matched to projects based on their skills and interests. AI-powered skills intelligence is the foundation for the future of work,” Jerrehian further stated. “Joining forces with ServiceNow allows us to scale our skills and talent mobility solutions across a global ecosystem of business leaders, managers, and employees. Together we will make work more meaningful and purpose-driven for employees and deliver better business outcomes for companies. “A productive and engaged workforce is the greatest asset of an organization. As we emerge from the pandemic and face the challenges of the Great Resignation, employee experience is the key differentiator to winning 21st century talent. ServiceNow will advance Hitch’s vision of creating the next generation of workforce and skills solutions.” -Steven-Waiss, founder of Hitch

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