Business is constantly changing and if you want to remain an industry leader, you need to be aware of the changes taking place and keep adapting, or else you’ll be left far behind the competition, and soon, it might be too late to fix it.
But those changes don’t cover only industry advancements, which mainly involve implementing new technologies. It’s the changes in workplaces in general that many companies forget about, only focusing on those changes related directly to their industry, ultimately resulting in them abandoning the latest best practices and becoming a much less attractive employer in the eyes of candidates.
In this article, we’ll focus specifically on the changes that are taking place in businesses regardless of their niche and see how you can leverage them.
Workplaces have always been evolving, and today, we’re faced with the period that will see the most changes. That’s because the current workforce is made up of five different generations for the first time in history. We’re witnessing an unprecedented situation where they all have to work in harmony and toward a common goal. And with that, changes are inevitable.
As new businesses are created, employees change their focus, and technology advances, workplaces evolve and grow smarter to reflect the employees’ sentiments. However, it’s the pandemic that has had the biggest influence on those changes and propelled many advancements, disrupting the business landscape and forcing employers and employees alike to focus on cooperation, efficiency, and safety, among others.
To appeal to the modern hire, employers have to take an approach that’s significantly different from the one they used to recruit their current employees, especially those who’ve been with the organization for years, if not decades. Those companies that focus on the needs of the modern learner rather than specific age groups will be better positioned to address future challenges.
The pandemic presented us with many challenges we never thought of as issues. And while many businesses took on the challenge, responded quickly, and proved their agility, it’s worth going back a couple of years and seeing what workplaces used to look like.
One of the most commonly held opinions before the pandemic - which seem to have shattered now - was that offices were the only way to promote productivity, culture, and attract top talents.
Another misconception was the number of employees needed to perform optimally to accomplish given goals. After the pandemic led to many layoffs, employers realized that, in many cases, they didn’t need the extra talent to sustain optimal levels of productivity.
During the pandemic, employers started slowly but surely letting their employees work from home. Some of them appreciated the change as it decreased the costs associated with running a business, such as renting office space.
Yet, others believed it could significantly hurt their productivity now that employees couldn’t be so readily controlled. Soon, however, employers realized that giving their staff more freedom, i.e., working from home, isn’t necessarily a bad thing. Given that the pandemic wasn’t going to end soon, there was no other way than to embrace the change and see how the story unfolds.
Although the effects of the coronavirus is still felt throughout the world, a large number of countries have begun reopening borders and inviting employees back to work at the office. However, the workplace experience is no longer - and probably will not be - the same as it was pre-pandemic.
Large enterprises such as pharmaceuticals giant Novartis, Twitter, Spotify and Quora have decided to keep some form of flexi-work post-pandemic even though they technically can get back to the office for various reasons. Some employees experienced increased productivity while others decided to hire top talents from other places in the world, after seeing how their employees acted and that it wasn’t as bad as they initially thought.
Changes are inevitable and the pandemic has kickstarted many changes that we’ll now see continue to take place in the job market. Here are 10 ways that workplaces will change in 2022.
People figured out how to work from home quickly. Once the pandemic’s over, working from home will remain popular among professionals, forcing businesses to become more flexible. Companies will find it difficult to take this benefit away from their employees now that more people have demonstrated their productivity.
While professionals rejoiced in their 30-second commute, it became evident to businesses that the large real estate line item on their spreadsheets may not be the best use of their funds. Working from home is beneficial, even if it isn't for everyone all of the time.
The corporate office will be different in appearance and operation. Conference rooms, meeting spaces, and video studios will take up many office spaces. Instead of working alone in one’s cubicle, the workplace will become a considerably more social setting. It will be built to encourage and promote interaction and community involvement, taking advantage of the moments when talent is concentrated in one location.
Working from home was difficult for many professionals not because of their isolation but because they lacked the right workspace or a specialized home office. They lacked a Zoom-ready location for video meetings.
Internet access in houses will vastly improve soon. Home offices, as well as home video studios, will grow more popular. WFH issues will be a major priority for many as new houses are built or older ones are modified. Technology will be created to create a space that resembles a WeWork rather than a suburban townhouse.
We all know that learning has moved to the forefront, and many businesses recognize that upskilling and right-skilling are critical for innovation and strategic advantage. In-person workshops and seminars were used in many corporate learning initiatives.
However, after the pandemic, e-learning will play a larger role in continuous education. In-person learning programs will continue to exist, but they will be limited to specific functions and demographics inside the firm. Face-to-face learning will most likely be a minor component of a learning program. Companies accelerated their e-learning platforms to ensure their employees continued to obtain key skills and advance professionally.
Before COVID-19, you might have dressed up for work. Even if you dressed up every day while working from home, it's unlikely you wore a suit or high heels.
Some consulting firms and other organizations already have "dress for your day" policies, which allow you to leave your suit at home if you aren't meeting with clients. After all, employees in the computer industry have worn shorts and flip-flops to work for decades.
As you might have noticed, many of the changes we mentioned revolve around video. The major WFH experiment was made possible by the creators of Zoom, WebEx, Hangouts, Skype, and other video communications software. The video became fully incorporated into the work experience in a surprising diversity of ways.
The border between work and personal life has blurred as supervisors and employees have become accustomed to seeing each other in their natural environments. Ironically, technology has enabled this transformation, but it has also resulted in a distinctively low-tech reality: our organic, non-robotic humanity is valued more than ever before in this new corporate world.
But this goes far beyond team meetings. As it wasn’t possible for large groups to meet in one place, many conferences were held virtually over the last couple of years, allowing people from all around the country (and world) to meet, collaborate, and network, which helped many professionals elevate their careers and will continue to benefit many organizations.
COVID-19 shone a light on worker health and safety in all industries, not just those renowned for being hazardous. After getting the coronavirus, even workers who sat at computers all day were admitted to intensive care units.
Returning employees wear masks, sterilize surfaces and maintain social distance, and some even submit to temperature checks. Those precautions are expected to evolve into workplace testing protocols, cutting-edge ventilation systems, and cutting-edge detection and disinfection equipment.
Many organizations have raised the number of paid meetings with mental health counselors for employees while waiving or cutting co-payments and added additional digital tools to help people calm and focus themselves. Managers are also being trained in certain firms to recognize indicators of distress.
After seeing multiple news stories that showed how biased organizations can get, many businesses decided to start talks with their employees to encourage them to speak openly about issues like racism, sexism, bias, and prejudice.
It extends beyond changing the way you interact with current employees. Many businesses decided to implement DEI (diversity, equity, and inclusion) initiatives to help cultivate inclusiveness and acceptance of people from all demographics in society.
As businesses sought to severely limit—or eliminate—human interaction to curb the spread of the coronavirus, the pandemic prompted employers to adopt more digital and automated solutions almost immediately.
Companies' virtual and augmented reality use is likely to rise dramatically as fewer workers work in the same location. These technologies are already being used for training, telemedicine, and team-building activities in the workplace.
This is where employers and recruiters have to level up in order to attract the right kind of talent. The pace of technological advancement is perhaps the fastest today than we’ve ever seen before, and as a result the need to upskill and reskill have become a matter of success and failure. Candidates today, who seek growth and long-term advancement, have begun considering what kind of opportunities an employer would offer them in terms of keeping them trained and capable of handling inevitable automation.
Cyber threats and hacking have become more common as technology has advanced, and the globe has gotten more interconnected. It was especially true in the year 2020 as many cyber criminals decided to leverage the situation and target companies with different schemes, particularly those related to COVID-19. Some of those attacks were successfully prevented while others showed massive gaps in the company’s security, which had to be fixed promptly.
Increased cybersecurity will be required as the number of people working remotely grows. Companies are now dealing with the security challenges of many remote devices and vulnerable networks. In contrast, much IT and cybersecurity investment in the past was focused on systems security at the office level. With many newly remote workers, companies are now dealing with the security challenges of many remote devices and vulnerable networks.
All those predictions might sound scary, given that you’ll have to prepare your organization to enter the post-pandemic world of business. So, here are four ways to make this transition easier as a recruiter to ensure success both for the company and every individual building it.
A bad recruiting experience does significantly more harm to your firm than merely giving one candidate an unfavorable impression. It can affect your company's reputation and potentially jeopardize your ability to hire the most difficult-to-find employees. In high-demand industries like banking, energy, and technology recruitment, candidates are more likely to turn down a position if they have had a bad recruiting experience. And it doesn't stop there. They're likely to post about their experience on employer review sites and social media, spreading the word further.
Obtain a thorough and up-to-date image of your company's reputation in the marketplace, and keep an eye on it. What are former and current employees saying about working there on social media? What do they say about your company's culture, particularly in terms of qualities that are important to job seekers, such as training, flexibility, and inclusion? Is there a significant variation in perception between demographic groupings, such as women and men or older and younger workers? Collaborate with management to examine the data and identify solutions to improve favorable perceptions (or combat negative ones).
Assist job seekers in getting a firsthand look at your company's culture. Organize social gatherings or networking activities for potential candidates. Provide opportunities for job shadowing or open homes so that folks may get a sense of what it's like to work there.
Showcase your company's culture in the marketplace by sponsoring events or providing community services that reflect your company's beliefs. Demonstrate your commitment to your company's ideals by displaying them to others. For example, if your company promotes diversity, consider supporting a diversity event.
For most job candidates, salary and benefits come first. On the other hand, candidates are willing to surrender a portion of their compensation for three crucial characteristics of workplace culture: opportunities for training and development, inclusion, and personal freedom in when and where they work.
Candidates' willingness to trade income demonstrates that these benefits aren't merely nice to have. They're differentiators or characteristics that distinguish one employment offer from another. And in today's ultra-competitive employment market, simply offering someone a job isn't enough. As part of their value proposition, recruiters must be able to quantify and articulate them. Adopt a sales approach when it comes to these incentives. Recognize their worth to applicants and include them in your offer package.
There are many different candidate relationships management tools available on the market, but Manatal is here to give you the functionality of the best-performing solutions for a fraction of the price to give you everything you need to excel in your recruitment efforts.
We know that finding qualified individuals can be difficult. It's challenging to locate personnel who will be consistent and helpful additions to a company's structure and identify good potential prospects – but it doesn’t have to be with the right technology.
With access to cloud-based services, cutting-edge technology, and the capacity to communicate across your whole organization, Manatal is the ultimate tool to put you ahead of the competition.
Our mission is to employ intuitive software to make the hiring process easier for companies and all parties involved. We believe that with the current technology, there’s no reason to stay behind in recruitment and so we want to provide you with the best talent recruit software you can find.
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