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COVID-19 Consequences

It is no secret that the pandemic has changed the world. In fact, 7 out of 10 workers believe the Covid era has been the most challenging period of their professional lives. Adjustments from Covid now feel like the norm, especially in the world of executive recruiting which has felt a substantial impact on its day-to-day activities.

Before the start of the pandemic almost 3 years ago, virtual meetings or interviews were not commonplace for recruitment. In-person interviewing was the standard option for executive candidates along with the introductory phone interview.

Software programs like Zoom, Skype and Microsoft Teams were used internally before Covid, but now it is a normal form of communication in nearly every business aspect. Greater demands on security for this software as well as other expenses on remote equipment have increased the cost. The adaptation of virtual resources has allowed new work models to be improved.

Adapting to the New

One of the major impacts of Covid-19 is that the speed of the recruiting process has increased, thus the overall length of the process has shortened. It was a normal occurrence pre-Covid for an interview and decision-making process on a new executive candidate to take several weeks to months. Decisions are made much faster now with a large majority of the interviewing and decision-making being completely virtual. Virtual interviews offer scheduling flexibility that often does not exist with the in-person interview.

“It is very common in today’s recruiting process for a candidate to be interviewed and evaluated completely virtually,” says Guice Smith. “We’re seeing this shorten the interview cycle.”

We are also continuing to see a significant impact on executive recruiting due to the struggles of talent-acquisition in the current labor market. Candidates have new expectations ever since the pandemic and more carefully scrutinize what matters to them both personally and professionally.

Expectations from the candidate’s perspective regarding location or relocation have changed. In the past, one common expectation was that a candidate would relocate upon accepting a new position. However, with the pandemic and evolution of remote work over the past 2 years, many potential candidates expect to be able to work remotely and remain where they are currently located.

Quality of life adjustments are also expected by the candidate. People are being more selective with their work time versus personal time and choose to move away from the normal 9 to 5 at the office. The hybrid work schedule of some days in the office and some at home has become a general expectation for candidates who have experienced the benefits of working from home with some inter-office workdays included.

Deciding to have an employee in the office or remote is largely based on the company’s expectations of the candidate. Factors such as maintaining company culture, assisting in professional development of employees, and communication are just the tip of the iceberg when it comes to considerations.

For example, there was a massive shift in the healthcare industry to more remote work for obvious reasons of quarantines being longer and stricter. The non-clinical positions such as telehealth care and revenue cycle were able to move out of the hospital or doctor’s office. This opened doors to remote work for executives around the country to work from home as well. The healthcare industry found the additional expense to provide equipment for remote workers to be a wise investment.

We cannot make the decision of whether remote work is the right call for your business neither can we control the ever-changing labor market. Here at GS&A we adapt to change no matter the circumstance, and help you adapt so that you make an informed decision in choosing your next position or candidate.

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