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In response to the recent COVID-19 pandemic, experts expect nearly 50 million new candidates to flood the market. For the first time in years, we’re seeing a shift from a so-called “candidate’s market” to an “employer’s market,” with a greater number of potential employees than there are open jobs. Many organizations and hiring managers are taking this time to rest on their laurels, assuming that candidates will come to them.
Customer Management. Every employee needs to be in the customer management business now. The best leaders ensure their teams regularly connect with customers, listen to their feedback, and exercise flexibility. Customers will appreciate when companies are nimble enough to understand their changing needs and offer new ways to help. The work leaders do now to retain and strengthen customer relationships will pay dividends in the future.
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When hiring, give an edge to qualified candidates who have made it through multiple layoff rounds. They’re used to picking up the pieces after a massive layoff and are a better bet to know how to keep the operation moving smoothly. Be clear with them on company plans, and they may start imagining how to fix situations and turn things around. Identify candidates that have a track record of succeeding at things they’ve never done before. While most people can continually succeed in an upward linear fashion by building on prior experience, we are not in a linear period at the moment. The person who can repeatedly succeed in unknown situations is what some companies will need for fresh ideas and reinvention.