Talent Operations

Will You Adapt or Evolve?

Trick question: you need to do both.

Every generation has three to five events that change everything—how we live, how we work, how we view the future. These unpredictable, black swan events with severe, widespread consequences are tragic for many and should never be trivialized nor forgotten. Our current situation is terrifying. There is a silent enemy threatening our health, our people, and our way of life. We’re being forced to question the fundamentals of our societal structure.

How do we move forward in the wake of COVID-19? It’s a question that every single government, business, and individual is asking themselves. And the answers aren’t clear, let alone consistent. In the technology industry, we’ve been talking about the future of work being remote for years. Almost immediately, nearly all of us have been thrown into that reality without warning. How do we create boundaries at home between family and work—especially when schools and daycares are closed, and parents need hours in the day to get work done?

We all can agree that uncertainty will be the new norm for a while. However, shortly, strategies will emerge and solidify. Plans will be put in motion. Clarity will prevail and we will start to believe our ears when we hear the phrase “this too shall pass”.

Now the question is, will you adapt, or will you evolve? The answer is not easy, especially for TA leaders. To put it bluntly, if your department doesn't adapt and evolve, you likely won't last long. The business of work just changed. Here are just a few of the major changes that we are actively planning for.

  1. The unemployment rate in the US has soared through the roof, at least temporarily. With nearly 1 in 5 workers facing reduced hours or job loss, the volume of applications will double in some industries. This will stress your candidate experience programs, not to mention your remaining staff.
  2. Your candidate marketing strategy is obsolete. Soaring unemployment rates will make already questionable job advertising buys a liability for your teams, and will tie up resources that are needed for more strategic sourcing needs.
  3. Your events onsite strategy is cancelled until further notice.
  4. Travel restrictions and work from home mandates will predicate that video interviews will become the new standard.
  5. The complexity of onboarding new hires will increase. At least initially, a percentage of new hires will likely be required to work from home.

Charles Darwin explained it best, saying, “It is not the strongest species that survives, nor the most intelligent, but the one most responsive to change.” Recruiters need to adapt to stay relevant in the current conditions.

Over the next few months, we have a rare opportunity to hit the reset button on talent acquisition. Many of us will be unshackled from the onslaught of open requisitions that keep us in the all too common reactive rut. This is the perfect opportunity to examine your people, processes, reporting, technology, culture and governance.


The Rise of Talent Operations

As talent teams are reexamining how they function and adapting to the new reality of the job market, now is the time to learn more about a more operational, more impactful approach to talent acquisition.

Register to this 4-part webinar series on the Rise of Talent Operations, with speakers from IBM, Twilio, Avanade and more.

Register here

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Joel Passen

Joel looks after global sales at Beamery. He has 20+ years of experience creating value and driving measurable results at the intersections of talent and technology. Prior to joining Beamery as the Head of Global Sales, Joel co-founded and later sold a company that developed a popular applicant tracking system. Joel is also an investor and active advisory board member to emerging TA and HR Tech start-ups.

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