Work in the Post-COVID Era

Republished from Bizcatalyst 360

Changes in the Job Market

This topic is of interest to me because I recently ended a part-time position in the software industry. The job disappeared because of a combination of AI, the change in the type of clients, and the owner looking for ways to reduce budget and looking for cold calling sales. I have done that many times, in the past, but I have been looking for a regular part-time gig. It has led me in all kinds of directions. It inspired me to take a cybersecurity boot camp to up my skills. I have been looking in earnest for the past 5 or 6 months. I became aware of hiring scams. Do some marketing and get paid per click: Do you have to deposit money to an account? And as I have done sales many insurance companies were interested but I would have to pay for my training and license first. It made me take a moment to look at how the working world has changed in the past ten years. Fascinating! Thought I would share some of my findings.

“The hiring process has transformed dramatically since the early 2000s. The processes are all so different that it’s wild to realize what seems common now (like LinkedIn, video messages, and texting) didn’t exist in the same capacity only two decades ago. And this change is due to rapid technological advancements. In the pre-internet era, networking happened at stiff post-work events with bad hors d’oeuvres and watered-down drinks. If you weren’t present at these events, you missed your chance to meet the most promising group of professionals your area had to offer. Now, thanks to sites like LinkedIn, Twitter, and even Facebook and Instagram, networking has taken on a completely different feel. It can happen anytime and anywhere and has become a much more casual concept.” https://www.sparkhire.com/learn/time-to-hire/how-the-hiring-process-has-changed

I doubt that anyone alive during the COVID-19 pandemic will forget it. Many of us are reminded of it every day. Certainly, many remember being ill or mourn friends or family who passed due to the disease. We still see people wearing masks, and this time of year we’re already hearing reminders to get the latest COVID vaccine later in the year. But some of us remember COVID in other ways because it has had so many lasting impacts on numerous aspects of our lives. For example, remote work and virtual meetings have become lasting fixtures in the workplace.

COVID caused a restructuring of where people work, affected how much workers are paid, and accelerated the development of machines and technology that could replace humans in the workplace.

All three of these elements emerged from something that was unique in our modern economy: a massive labor shortage. https://cals.ncsu.edu/news/did-covid-permanently-change-the-labor-market/

The changes  in the job market over the past ten years have been significant:

  1. Digital Transformation: One of the most noticeable changes is the complete digitization of the job application process. Ten years ago, paper resumes and cover letters were common. Now, nearly everything happens online, from job searches to submitting applications and attending virtual interviews.
  2. Automated Screenings : Many companies now utilize automated screening systems to analyze resumes and select suitable candidates based on predefined criteria. These systems use artificial intelligence and algorithms to streamline the hiring process, a practice that was less common or even unthinkable a decade ago.
  3. Rise of Social Media: Social media and professional networks have become integral parts of the job application process. Candidates can use platforms like LinkedIn to present themselves and network with potential employers, a practice less common ten years ago.
  4. Remote Job Applications: Thanks to technological advancements, remote job interviews have become much more common in 2024, allowing candidates to apply for jobs from the comfort of their homes. This provides employers with a larger pool of potential candidates. Ten years ago, remote job interviews were less common, with more emphasis placed on in-person meetings.
  5. Personal Branding: Personal branding has become essential for job seekers to stand out. By showcasing who you are, what you stand for, and how you differentiate yourself, you can leave a lasting impression on potential employers. Want to learn more about this topic? Read our latest article on personal branding.
  6. Transparency and Feedback: Employers now offer more transparency in the job application process and provide feedback to candidates. This makes the application process more transparent and shorter, helping candidates better understand where they stand.
  7. Flexibility in Work Environment: In 2024, flexible working, including remote and partially remote work, is much more prevalent than before. Job seekers often have the option to choose jobs with flexible hours and locations, contributing to a better work-life balance. These benefits can influence candidates’ job application decisions.
  8. Diversity and Inclusion: There is a greater emphasis on diversity and inclusion in the job application process. Employers increasingly value a diverse and inclusive workforce, which has become a significant part of many company cultures. Compared to ten years ago, sharing these values has become an essential part of recruitment campaigns.
  9. Skill-Based Hiring: Skill-based hiring focuses on competencies and skills rather than education and work experience. Employers assess candidates based on their ability to perform job tasks effectively. Required competencies are defined, and professionals demonstrate their skills, for example, through assessments.
  10. AI as a Tool: AI can assist job seekers by providing personalized job recommendations, optimizing resumes and cover letters, and guiding job application processes through chatbots. This makes the job application process more efficient and effective, giving candidates better chances of finding suitable jobs.

According to the Board of Safety Professionals;

  1. Social Media Allows Job Hunters to Isolate the Ideal Candidate

Facebook, Twitter, and Instagram all have one thing in common: they connect people with others of similar interests. It makes sense then, that those looking for jobs would contact others of similar pursuits to ask their advice in their pursuit, as well as any hiring tips on possible opportunities.

But the bridge goes both ways. Not only are job seekers using social media to find jobs, but HR professionals are using social media to find job seekers. In fact, a 2015 study by Adecco found that the more social media accounts one person has, the more likely they are to be contacted about potential jobs. In other words, the more you’re connected, the easier it is for people to find you. Unfortunately, this method has backfired for a lot of potential employees while saving recruiters a lot of headaches in the process. A candidate with a glowing resume must now be conscious of the fact that with a few clicks, a recruiter can access all of their public pictures and connections online, for better or for worse. While this has cost more than one recruit an opportunity, it has helped many HR pros identify possible weaknesses in future candidates.

  1. Job Boards Have Become More Sophisticated

The classifieds section in a local newspaper used to be the method of choice for cold-calling potential job opportunities, but that was replaced in the digital age with online advertisements. Still, even as recent as 2007-2008, users still had to wade through miles and miles of text-based websites to find that one perfect opportunity sitting amongst the ashes. 

Not so anymore. Now, candidates have the option to filter nearly every single website down to their exact specifications, only putting the filters and qualifiers on that match their interests. A person wanting to look for writing positions, for example, doesn’t have to wade through a sea of construction jobs to find their opportunity, just click a link and narrow it down and that list of 30,000 goes to a few dozen per page. On average, users look at 16 different job boards every time they search for a job.

By the same token, this has also allowed employers to spend their resources looking in the right places. While generalized websites like Indeed.com exist as a wide net for candidates, niche employers often choose to list on sites they know their perfect candidates are on (like BCSP’s job board), which increases their chances of finding them.

  1. The Hunter Has Become Hunted

In 2007, employers held all the power when it came to the job search. They usually had their pick of hundreds or even thousands of applications from people all over the country angling for their dream job. Employers could siphon through, weed out the low-hanging fruit, and interview and hire whomever they wished.

Today, the tables have indeed turned. Now, employers are the ones casting a wide net in search of candidates. While this is partly because applicants are aware of and thus available for, more opportunities, but also because several regular positions can be freelanced out.

Writers, programmers, customer support, and other positions can now be paid by the task rather than on salary, which helps clear overhead for businesses, but it also means losing star talent to competing firms. If businesses want to compete, they’ve got to pursue candidates with the same energy that candidates used to pursue them.

  1. Employers are Better Able to Filter Out the Fluff

Have an amazing cover letter and an equally impressive resume to match? That might have been enough to get job seekers through the door a decade ago, but these days, they need to also have a low-level understanding of keyword research to get their name through the digital fortress that is the HR office.

In an effort to save money, companies are now utilizing search applications that scan documents and look for certain keywords to filter out applications from non-qualified users. This cuts down on the amount of time recruiters have to spend shuffling through mounds of applications, so it doesn’t matter how beautiful a letter reads anymore. One of the best hiring tips for standing out in the crowd? Make it as easy as possible for a machine to find you, but job seekers shouldn’t forget to keep some of their personality intact

https://jobs.bcsp.org/career-resources/employer-resources-1/4-Ways-Hiring-Has-Evolved-in-the-Last-10-Years-1

The 2025 job market is shaping up to be one of the most dynamic we’ve seen in a while. As we kick off this new year, it’s time to get a clear understanding of the key trends that will define hiring in the near future. While some of these predictions might sting a little, I’d rather you be prepared than caught off guard. Let’s dive into what you need to know, so you can stay ahead of the curve and position yourself for success in your dream role.

  1. More and more companies are pulling back from offering remote work as a standard perk. While some businesses will continue to offer full remote opportunities, the overall trend is shifting back toward in-office and hybrid models.
  2. The traditional cover letter is rapidly becoming a thing of the past. In fact, 58% of professionals surveyed think cover letters are redundant. As a result, recruiters are increasingly focusing on tangible evidence of your skills — things like portfolios, case studies, or concrete work samples. This shift is particularly noticeable in industries where results speak louder than words, such as tech and design.
  3. Companies want hands-on experience, whether you’ve worked in the field, completed projects, or participated in relevant training. For many roles, a degree is no longer a requirement if your experience is more substantial. In fact, 4 in 5 employers now value hands-on experience over a traditional degree when evaluating job candidates.
  4. The old adage “who you know” is more relevant than ever. As companies continue to streamline their hiring processes, internal referrals and internal promotions will become increasingly important. More businesses are tapping their existing talent pools for new roles rather than seeking outside candidates. So, if you’re looking to move up in your current company or make a lateral move, your internal network will be crucial.
  5. We’re likely to see fewer widespread layoffs in 2025, but hiring freezes could become more common during times of economic uncertainty. Companies may hold off on hiring new employees or filling open roles, especially if they’re facing budget cuts or uncertainty in the market. It’s important to be prepared for this shift, as it can impact your job search and career trajectory. https://www.forbes.com/sites/shodewan/2025/01/23/my-5-predictions-for-the-2025-job-market-and-what-you-need-to-know/

“If you’re hiring, it’s probably good news for you because you have more candidates to choose from than you did in 2022. If you’re looking for a job, it may take longer,” she said. The labor force’s accelerating aging will also be a factor in hiring. From 2024 to 2029 is considered “peak 65” — the years where the largest number of Americans are turning 65 — which is “exactly the point where people tend to age out of the workforce,” said Julia Pollak, chief economist at ZipRecruiter.

Not everyone is retiring, though. According to the U.S. Bureau of Labor Statistics job openings and labor turnover survey, “other separations,” which includes retirements, have been “strangely low,” Pollak said. That could be because people are working longer due to inflation and high interest rates. But this group of workers should not be counted out. While other surveys have shown that ageism may be rife in the hiring process, older workers can be prime sources of knowledge as organizations continue to grow.

“Many companies are saying they need a way to get the most out of our older workers and keep them on,” said Pollak. Hiring managers can consider what might want to make older workers stay — things like remote work, part-time arrangements or even offering grandparent leave.

Key Takeaways

  • Wider Candidate Reach: The introduction and transformation of Internet and social media platforms give hiring managers access to a larger pool of qualified candidates, expanding opportunities beyond local areas.
  • Candidate Experience: Modern tools like video interviews and scheduling software create a more flexible hiring process with quicker decisions and better communication, all of which have helped improve the candidate experience.
  • Data and Cultural Fit: Hiring has become increasingly more data-driven, with a focus on both technical skills and soft skills. Managers are now prioritizing candidates who not only possess the correct qualifications but who align with company culture, ensuring long-term success and a positive work environment.
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