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There are those that talk about a New World Order coming in, but today we’ll be discussing a different one: a New Work Order.

We shouldn’t start this article with such an obvious note, but this pandemic changed completely the way we work, play, and live. Old news, right?
On top of that, it’s already clear that we should not expect a return to “normal life”, as we originally thought it would happen. Truly, that’s not necessarily a bad thing.
Life happens and we adapt.
This is how our new normal is now.


But how is it exactly regarding recruitment, consultancy, and working environment?

This new world situation brought along a surplus of anxiety and fear into our midst. However, this change doesn’t happen in an isolated way. It affects different areas and dimensions, such as digital, technological, and medical progress. It generates social and behavioral transformation, giving birth to new trends and market perspectives, and of course, new job models.

Our world has been impacted by those considerations and, as a result, we are required to rethink our strategies and business plans. This has brought many and unique new challenges to companies of all sizes and sectors, including, of course, recruitment itself. The recruitment activity was already a very competitive and complex process before the pandemic even began. 

One important aspect is that companies need to address several vectors that suffered visible impact from this health and economic crisis, such as having to adjust to performing business practices in a virtual and remote environment.
Obviously, as expected, this had a profound impact on the search for top talent. In many companies and organizations, technical skills and candidates’ experience were always considered the primary assessment factor. As a matter of fact, they are still highly essential components in any hiring process. But… something changed.

 

What Exactly?

 

The years of 2020, and now 2021, have reinforced something that has been debated quite a lot among recruitment specialists: soft skills.
More than ever such skills are absolutely crucial for companies. As a result, more than looking for the most knowledgeable person, companies now also need to ensure that people come with a full package: great critical thinking, problem-solving capabilities, flexibility, and masters of excellent communication skills.
These skills are not only important due to the fact that we are working remotely, but also because we have learned the lessons from our current situation, and we must be prepared for all further eventualities that might (still) arise.

A remote work environment is able to turn even the simplest of tasks and questions into extremely complex and hard ones to tackle. If before it was easy and quick to communicate something to someone, now people must know how to communicate thoughts, ideas, solutions, and problems just as quickly and efficiently, only from afar. We all know that sometimes, things get lost in translation.

We all agree that the lack of human interaction has been one of the most challenging aspects of working remotely.  For new hires, it gets even trickier, as they are fully deprived of the critical and fundamental physical interactions that are so necessary to make meaningful connections and feel part of the team.
Now, the new collaborators need more training and sharing experiences to adapt to the new team and work operations. This could, without a doubt, be one of the most challenging aspects both for the recruiter and the new employee.

Of course, this can be minimized through new hiring and onboarding processes, good practices, excellent communication skills, and tools.

 

What About LOAD?

In the middle of this chaos, this is where LOAD’s years of experience and expertise come in hand.

Working remotely was already a flexible mechanism at LOAD, both technologically and culturally. For us, this was incredibly positive since it allowed us to shift very quickly into a fully virtual reality of the digital consulting processes and to disseminate our know-how and supportive culture to our customers and collaborators.

We are thus able to naturally turn recruitment, onboarding, and follow-up processes into virtual versions, reinforcing them with the same values that drive our work at LOAD: Mentoring, Coaching, Self-learning and Training. We are, what you might call, the facilitators in the middle of chaos.

Our greatest effort and concern is to offer completely transparent communication channels,  able to support professional (and personal) issues, and expectations, while also implementing a more human side to interactions that make the day-to-day communications of a team.

However, we still hold the expectation of getting back to the office and share, once again, all our experiences and deeply connect with one another: we believe that human interaction helps us to evolve, both personally and as a team.

Anyway, remote work will forever be a part of our routine and, at LOAD, we believe in a hybrid approach where collaborators may choose to work full-time at the office or remotely for a few days per week. We will give freedom to each person to choose the best approach for them, allowing the method that best suits the team to operate in the most comfortable way possible to prevail.

 

New Times. New Learnings.

In a nutshell, in the digital world, we accepted Remote Work as our current and possibly permanent way of work. For most businesses and, of course, for those who dream of an international career, this has opened unprecedented opportunities, as the whole world is now potential and an enormous talent pool. 

It is clear now that we have to adapt and embrace new practices, processes and have a flexible mindset in order to join this global change, feeling confident that we are not alone, with everyone else going through the same ordeal. One key aspect, however, is that a whole lot of things must be improved and obstacles must be minimized.
The best companies will be the ones that will be able to capture this need for adaptation and turn it into an opportunity. 

 

The Key Word is Agility and Great Partnerships.

 

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Lara Fonseca
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