How Companies are Adapting in 2021

As February begins, many college students across the country are still grappling with their internship plans for the summer or even what they’ll be doing after graduation. As I explain in my recent blog, “The Future of Campus Recruiting,” the process for college students is not an easy one - it also has a real impact on campus recruiting strategies for companies during this year and beyond.

Students are overwhelmed as their inboxes are inundated with messages from companies they’ve never heard of.  Even if they know the brand, they may not realize the positions could be a great fit. As a result, these efforts aren’t driving the quality and quantity of candidates, and companies continue to struggle to achieve their engagement, diversity, and hiring goals. 

In contrast, the future of campus recruiting will be about building and nurturing real relationships with prospective candidates. Instead of reading (or ignoring) emails, prospective candidates will learn about prospective employers through real experiences with them. Instead of relying on academic pedigree, phone screens, and interviews to make hiring decisions, companies can evaluate actual work. And instead of being forced to jump right into the high-stake “marriage” of a full-time role or “engagement” of a summer internship, companies and prospective candidates can use these short-term experiences as a way to “job date” before making these longer-term commitments.

Jeffrey Moss, Founder and CEO

 

Articles of the Week

2021 Recruiting Trends Shaped by COVID-19 - SHRM

How to Hire for Talent, Not Geography - Entrepreneur

Introducing the Top 50 Global Change Makers - The Human Cloud

Soft Skills Are Too Hard For Too Many People - Forbes


2021 Recruiting Trends Shaped by COVID-19 - SHRM

“More companies will adopt virtual recruiting technologies; shift talent attraction efforts to remote candidates; consider internal talent pools; and focus on diversity, equity and inclusion.”

Because of the pandemic, recruiters were forced to adapt and change their normal protocol. Despite being caused by COVID-19, these new protocols and trends will likely remain in place after the pandemic is over and at least through 2021. This article discusses the new recruiting trends, which were identified by 1,500 talent acquisition professions from 28 countries.  

Related reading: What’s in your mix of virtual recruiting tactics?


How to Hire for Talent, Not Geography - Entrepreneur

“As companies increasingly adopt distributed services like cloud tools and SaaS platforms, it’s easier to work anywhere — forever. If the predictions hold true, many things about the way we work will change, starting with the way we build a team.”

More and more companies are deciding to maintain work-from-home policies even after the effects of COVID-19 have passed. This new remote basis for work changes a lot of things about business, including the most effective recruiting strategies. As the entrepreneurs featured in this article describe, in hiring talented employees remotely, it is important to test the skills of a potential employee by having them perform small tasks for the company. 

Related reading: How Micro-Internships Can Bring Diversity, New Perspectives, and Talent to Employers


Introducing the Top 50 Global Change Makers - The Human Cloud

“We’re undergoing the largest transformation since we traded our shovels for a factory in the Industrial Revolution. Which is why we feel so blessed to release The Global 50 Change Makers List - leaders we need to collaborate with ASAP to create a better world.”

Through an abundance of research, The Human Cloud created a list of the top 50 Global Change Makers. These freelancers, leaders, or organizations fit three standards: they have a proven positive impact, they have consistent and repeatable experience, and they are authentic. Parker Dewey is proud to be among the other impactful Change Makers on the list.  

Related reading: What is a Micro-Internship?


Soft Skills Are Too Hard For Too Many People - Forbes

“Yes, it can be challenging for people to learn these skills, even if they value them, but people can learn these skills. Your soft skills (or lack thereof) determine your leadership style in many ways.”

Although some may argue that the development of soft skills is a waste of time, soft skills are actually an essential part of being a competent employee and a good leader. Because these skills do not come naturally to many people, it is important to dedicate the time and the energy into honing your soft skills.  

Related reading: Exactly How To Decide Which Skills To Put On Your Resume

 

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