{"id":21630,"date":"2022-08-31T07:29:21","date_gmt":"2022-08-31T07:29:21","guid":{"rendered":"https:\/\/www.openbusinesscouncil.org\/?p=21630"},"modified":"2022-09-02T05:52:00","modified_gmt":"2022-09-02T05:52:00","slug":"what-is-happening-to-the-post-covid-job-market","status":"publish","type":"post","link":"https:\/\/www.footballthink.com\/what-is-happening-to-the-post-covid-job-market\/","title":{"rendered":"What Is Happening to the Post-Covid Job Market"},"content":{"rendered":"
Corona crisis changes in the labor market were largely temporary, but some of them have managed to gain a foothold, becoming the new norm. Sustained changes in the labor market will continue to influence the recruitment process of many companies.<\/p>\n
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The ability to work remotely is one of the main characteristics of a lifestyle in a pandemic. Many employees do not want to return to the office: half prefer a hybrid work format, and half want to stay remote forever. Many companies have chosen a more flexible way of working for their employees in the long run. Forced self-isolation and remote work have led to the fact that the psychological barriers associated with working outside the office have disappeared among employees and they tend to check into cash jobs<\/a> with a hybrid regime.<\/p>\n Remote work and distributed offices will continue to evolve. Companies that have learned to work in this way have gained great competitive advantages, and firms that have not adapted to the new reality will lose market share and the most professional people.<\/p>\n A shortage of workers has also arisen in those areas where foreign workers traditionally worked. Their numbers have almost halved since the start of the pandemic. And in these conditions, many companies are faced with a shortage of personnel<\/a>. In some areas, there is a hunt for skilled workers. This can be seen in the number of vacancies and wage growth. Employers are forced to change their attitude towards employees and meet them halfway in matters of a favorable working day, the opportunity to work remotely, and higher salaries. And this trend is likely to continue shortly.<\/p>\n Companies in this situation can have a very simple strategy: they hire specialists from other types of economic activity, where the number of applicants is higher than the number of vacancies, train them, and offer a decent salary so that they want to work in these organizations.<\/p>\n Employers are still focused on improving efficiency, total control cannot achieve this – a person will decide that the company doubts them. Such an employee will quickly lose motivation and will start looking for a new job sooner. To prevent this from happening, the company must trust the employee, for example, provide them with the opportunity to independently choose time intervals for solving work tasks. Now the process does not matter, only the result is crucial.<\/p>\n <\/p>\n2.\u00a0\u00a0\u00a0\u00a0 <\/strong>Shortage of the Right Staff<\/strong><\/h2>\n
3.\u00a0\u00a0\u00a0\u00a0 <\/strong>Process or Result<\/strong><\/h2>\n
4.\u00a0\u00a0\u00a0\u00a0 <\/strong>Attention and Development<\/strong><\/h2>\n