This is a guest post from Caroline Vooght Business Unit Director at Expion Search & Selection, as part of our Recruiting Weekly Series. Caroline has spoken to clients and candidates who have shared their thoughts, experiences and what they have learnt in 2020.
If you’re feeling like me, the last eight months have been a blur. In fact, it’s as though a mist has hung over us when things haven’t appeared as normal, and life has certainly been far from that.
Life as a recruiter and recruiting through the mist has been a challenge, and I have spoken to many clients and candidates who’ve shared what they have learnt, and what they now know. It’s been insightful, quite a privilege and in some cases, really humbling to hear people’s stories.
I thought I would share some with you. To give you an insight into what others have experienced, actioned (or not!) and what might be different in the future.
Since Covid, we work differently
We certainly do. I regularly speak to an HR Business Partner for a manufacturing business. She, like most HR professionals, has had a double whammy with Covid. Not just learning to operate remotely like most of us, but to support the people alongside her in the business with new ways of working, in new environments and above all, to ensure the wellbeing of the teams across the organisation.
And alongside this, to lead conversations in difficult circumstances such as redundancy, when you can’t physically be in the same room. Her approach, and those of the many other HR professionals I know, has been to consider holistically everything relating to the individual and to make sure it’s done not just right, but well.
We also talked about the longer term. We do work differently now, and she said that Covid ‘has modernised ways of working’. We have proved we can deliver from afar, be remote yet together and even recruit remotely. The business has offered her and the teams flexibility (where appropriate), but also the opportunity to agree to go into the office for those who need it for their mental health.
Manufacturing went up and down
I predominantly recruit for the food and FMCG industry, so many of my clients felt the brunt of the demand for groceries (and toilet roll). Adrian Doran, General Manager of Bakeaway, leads a business who experienced first-hand the increased demand. With people at home and cooking, orders for readymade pastry and dough rocketed. That wasn’t his only challenge – in a new factory, the teams had to adapt quickly, and with accuracy to meet demand. ‘I’ve learnt a lot’, Adrian explained, ‘and we’ve all worked harder than ever. I’m better prepared now for the future growth we predict.’
But some weren’t so fortunate. Those supplying the hospitality industry have taken a hit. Redundancies have been across the board from Sales, Operations, Innovation and Supply Chain. Businesses have cut costs where they can, and restructured for the new landscape they are operating in.
Restructuring
Businesses have adapted in many ways to the ‘new normal’ and restructuring has been one approach but increased the burden on HR colleagues. Others have had to restructure temporarily.
For some, it was to cope with the change in staff due to those who were required to shield. An influx of temporary staff can play havoc with the status quo, an Operations Manager told me, ‘an almost overnight flip to increased agency staff meant that others had to step into new roles quickly, and the business had to adapt at pace to new faces alongside increased demand’.
The job seeker
There have been many people who have been casualties of this craziness. Capable, accomplished professionals who have lost their jobs due to Covid. That’s not news. What I have seen, and been overwhelmed by, is the dignity and acceptance of the situation. I’ve not heard bitterness, annoyance, not even anger. A realisation that things were changing, they weren’t alone, and above all, they would make the best of the situation.
Many businesses supported with great outplacement options. Another HR Director talked to me about the number of people who they offered training to as part of their outplacement. Great to see businesses innovating in this area and offering employees the chance to upskill and retrain to equip them for their future.
The Interim Contractor
Many interim contracts were lost due to Covid, not just the impending IR35 changes (that were subsequently delayed to 2021). The closure of hotels, travel restrictions and the restriction to factories and offices hit the interim market hard. Now recovering slowly, but many contractors were unable to furlough as they were directors of their PSC businesses and pay themselves accordingly.
Alongside the joy (or tears) of DIY projects and garden renovations, many contractors looked for alternative roles whilst seeking suitable contracts. Driving and delivery jobs, supporting local charities or helping in the community have all been places where some of our interim contractors have spent their time. But the move back into a contract has been received with open arms. Darren Cox, Interim Packaging Specialist and now back in contract until Christmas, told me ‘it keeps him current’. Absolutely, working on projects now equips Darren and all our contractors with up to date legislative and relevant experience making finding the next contract, hopefully, easier.
Auditing
For a manufacturer, audits are essential. But how to continue during a pandemic? Innovation. Auditing using a local contact and video technology has evolved quickly to become rigorous and effective, minimising the constant need for travel. Climate activists happier and less time spent travelling for the auditors. Will this ever replace a physical audit? Maybe not, but it’s a great new way of working and a real testament to those who said ‘we will find a way’.
And so to the future
Many recruiters have suffered through the pandemic, whilst others flourished. The recruitment industry is often one of the first to be hit in a downturn but can also be a barometer for better times. And there are better times ahead, but we predict that how we’ve learnt to operate will continue into 2021, and flexible working is here to stay.
Building relationships is different. Digital activity has never been so vital to developing and growing business, and equally, a willingness for people to respect that. Forging relationships that are deeper and more than just a CV provider is essential. Keeping a finger on the pulse of the market can only be achieved through close partnerships and solid commercial terms.
Bring on 2021.
Author, Caroline Vooght – Business Unit Director
I’m an experienced recruiter with over 20 years in the industry and a specialism for recruiting in the food/FMCG industry. I’ve grown and developed teams and love supporting others.
