新冠疫情令美國就業市場遭受了重大打擊,僅在短短9周之內便有多達3860萬人失去了自己的工作,這種現象史所罕見。
擺在2020屆應屆生面前的就業環境充滿了不確定性,無論是畢業生還是他們的雇主,要想在這樣的環境中有所發展,都必須花些功夫適應,還要創造雙方都需要的機會和文化。
Koya Leadership Partners是一家獵頭及咨詢公司,其負責文化、融合及戰略咨詢的高級副總裁米査?雷尼亞?福布斯表示,對于新進員工而言,如果其職業生涯是從遠程辦公開始的,那么將在領悟工作內容、深入理解公司文化等方面面臨更大困難。而缺少人際聯系則可能會讓職場新人在初入職場時走錯方向。
“統計數據表明,員工在組織、文化和工作中的參與度越高,其長期供職的可能性也就越大。”福布斯說,“即便在疫情沖擊之下也是如此。”
福布斯的工作經常涉及幫助企業通過虛擬方式與員工實現融合,她表示,自己在工作中遇到的最大難題之一就是:讓員工與雇主明白員工們即便不在一起也依然可以建立聯系并打造緊密的企業文化。她強調,如果讓新進員工遠程工作是雇主“主動”為之,且做了妥善安排,那么這種工作方式也能讓員工獲益匪淺,樂在其中,比如在員工入職前便對培訓工作進行認真計劃、安排時間讓員工與導師進行一對一的視頻對話、鼓勵員工彼此培養友誼等等。
“從教育到職場”平臺Avenica是一家專門匹配求職者與初級崗位的公司,該公司的首席執行官斯科特?戴特曼表示,隨著企業越發關注這種新的工作方式,他們也將進一步審視其招聘及人才評估工具的有效性。
戴特曼稱,求職者的評估標準也將隨之改變。例如,傳統上,許多雇主都非常重視求職者在面試時的表現,但現在這種遠程工作的方式則迫使他們更多關注求職者在其他方面的表現。
戴特曼預測,企業將會更加重視那些能夠獨立進行自我管理的自我激勵型人才,而不再只是專注于那些最具魅力的面試者。他還表示,相較面試,對數字形象和社交媒體資料的分析將會扮演越來越重要的角色。
戴特曼說,企業現在也在評估自己的自動化工具與算法在人才評估方面是否達到了應有水平。這些工具常常是通過檢索關鍵字的方式來為職位匹配簡歷,讓求職者可以根據職位描述來調整自己簡歷的內容。但這種做法卻并不總能幫助雇主找到最適合的職位人選。畢竟機器算法可能并未篩選出最佳的候選人。
“無論是環境,還是推動因素都發生了變化,人們評估事物的標準也在變化。”戴特曼說,“在我看來,某種程度上,疫情迫使企業正視自身在人才招聘方面的不足,讓他們認識到自己在這方面所做的各項工作可能并沒有那么到位。”
戴特曼說,相較于其他人,應屆生就業機會的反彈速度可能會更慢一些。他表示,由于大量失業人員會去爭搶能獲得的任何崗位,很可能會出現職位“高配”的現象,許多擁有嫻熟技能、豐富經驗的資深員工可能也不得不和2020應屆畢業生去爭搶初級職位,這就導致職場新人可能會有一年左右的時間比較艱難。
錫拉丘茲信息學院負責本科生就業工作的助理主任斯蒂芬妮?沃登說,由于面臨種種挑戰,許多職場新人不得不在求職時抱以更開放的心態,因此可能會有大量員工進入自己此前從未考慮過的領域工作。她自己畢業時經濟也處于下行階段,大四那年剛好趕上了大衰退。
“我想對2020屆畢業生說的是,要加油,但不要悶頭往前走。”沃登說。“要抱持積極的態度,把你掌握的技能帶到不同的領域之中,要活學活用數字化知識,這樣無論是對組織還是對他人都能有所幫助,還要保持開放的心態。”
戴特曼表示,由于虛擬化辦公不受地理位置限制,他認為,從現在開始直到就業市場反彈之前,辦公虛擬化趨勢都會導致競爭越發激烈。他還指出,受疫情影響,許多企業采取了精簡組織架構的措施,而這些舉措并未對企業的工作或生產造成太大影響,隨著企業逐漸認識到這一點,未來勢必會有很多企業推出削減開支的舉措。比如,企業可能會讓許多職位保持遠程辦公的狀態,從而降低交通成本、減少租用更大的辦公室帶來的租金支出。戴特曼稱,這些遠程辦公的職位可以安排給生活在那些生活成本較低地區的人來擔任,這樣還能夠降低企業的薪資成本。
除此之外,作為初級職位招聘專家,他認為應屆生的職場生活應該會在較短時間內恢復正常。他預計,與2000年代末進入就業市場的千禧一代畢業生不同,2020屆畢業生將很快看到入門職位數量的回升。
而在這之后,職場新人找工作時會考慮的問題將與疫情爆發之前大不相同。沃登表示,她發現,越來越多的學生在求職時會著重考慮企業福利,包括醫療保險、交通及Wi-FI津貼等等。而在以前,學生們在求職時首先考慮的一定是薪水,上述因素的優先級比之薪水要低得多。
“幾年前,由于薪水非常高,所以學生們很少考慮穩定性。但受現在這種焦慮心理的影響,我覺得大家在求職時的心態也在發生變化。”沃登說。
戴特曼預測,在這場危機之后,求職者將會更加注重企業的價值觀。未來幾年將從大學畢業的這批學生一直都非常強調社會責任,他們會優先考慮那些具有強大使命感且與其價值觀相符的企業。他表示,對這批人來說,他們在未來選擇工作時會更多考慮企業在當前這一歷史時刻為其員工和社區提供了哪些幫助。
“學生們對這些企業保持著關注,他們會問自己‘這些企業是在解決問題,還是在制造麻煩?’所以在我看來,一場對品牌形象的評判正在進行之中。” 戴特曼說。
雇主和未來的員工都在審視招聘、雇傭的標準和企業文化,在疫情籠罩下的世界里,唯一可以確定的就是職場生活必將發生改變。(財富中文網)
譯者:梁宇
審校:夏林
新冠疫情令美國就業市場遭受了重大打擊,僅在短短9周之內便有多達3860萬人失去了自己的工作,這種現象史所罕見。
擺在2020屆應屆生面前的就業環境充滿了不確定性,無論是畢業生還是他們的雇主,要想在這樣的環境中有所發展,都必須花些功夫適應,還要創造雙方都需要的機會和文化。
Koya Leadership Partners是一家獵頭及咨詢公司,其負責文化、融合及戰略咨詢的高級副總裁米査?雷尼亞?福布斯表示,對于新進員工而言,如果其職業生涯是從遠程辦公開始的,那么將在領悟工作內容、深入理解公司文化等方面面臨更大困難。而缺少人際聯系則可能會讓職場新人在初入職場時走錯方向。
“統計數據表明,員工在組織、文化和工作中的參與度越高,其長期供職的可能性也就越大。”福布斯說,“即便在疫情沖擊之下也是如此。”
福布斯的工作經常涉及幫助企業通過虛擬方式與員工實現融合,她表示,自己在工作中遇到的最大難題之一就是:讓員工與雇主明白員工們即便不在一起也依然可以建立聯系并打造緊密的企業文化。她強調,如果讓新進員工遠程工作是雇主“主動”為之,且做了妥善安排,那么這種工作方式也能讓員工獲益匪淺,樂在其中,比如在員工入職前便對培訓工作進行認真計劃、安排時間讓員工與導師進行一對一的視頻對話、鼓勵員工彼此培養友誼等等。
“從教育到職場”平臺Avenica是一家專門匹配求職者與初級崗位的公司,該公司的首席執行官斯科特?戴特曼表示,隨著企業越發關注這種新的工作方式,他們也將進一步審視其招聘及人才評估工具的有效性。
戴特曼稱,求職者的評估標準也將隨之改變。例如,傳統上,許多雇主都非常重視求職者在面試時的表現,但現在這種遠程工作的方式則迫使他們更多關注求職者在其他方面的表現。
戴特曼預測,企業將會更加重視那些能夠獨立進行自我管理的自我激勵型人才,而不再只是專注于那些最具魅力的面試者。他還表示,相較面試,對數字形象和社交媒體資料的分析將會扮演越來越重要的角色。
戴特曼說,企業現在也在評估自己的自動化工具與算法在人才評估方面是否達到了應有水平。這些工具常常是通過檢索關鍵字的方式來為職位匹配簡歷,讓求職者可以根據職位描述來調整自己簡歷的內容。但這種做法卻并不總能幫助雇主找到最適合的職位人選。畢竟機器算法可能并未篩選出最佳的候選人。
“無論是環境,還是推動因素都發生了變化,人們評估事物的標準也在變化。”戴特曼說,“在我看來,某種程度上,疫情迫使企業正視自身在人才招聘方面的不足,讓他們認識到自己在這方面所做的各項工作可能并沒有那么到位。”
戴特曼說,相較于其他人,應屆生就業機會的反彈速度可能會更慢一些。他表示,由于大量失業人員會去爭搶能獲得的任何崗位,很可能會出現職位“高配”的現象,許多擁有嫻熟技能、豐富經驗的資深員工可能也不得不和2020應屆畢業生去爭搶初級職位,這就導致職場新人可能會有一年左右的時間比較艱難。
錫拉丘茲信息學院負責本科生就業工作的助理主任斯蒂芬妮?沃登說,由于面臨種種挑戰,許多職場新人不得不在求職時抱以更開放的心態,因此可能會有大量員工進入自己此前從未考慮過的領域工作。她自己畢業時經濟也處于下行階段,大四那年剛好趕上了大衰退。
“我想對2020屆畢業生說的是,要加油,但不要悶頭往前走。”沃登說。“要抱持積極的態度,把你掌握的技能帶到不同的領域之中,要活學活用數字化知識,這樣無論是對組織還是對他人都能有所幫助,還要保持開放的心態。”
戴特曼表示,由于虛擬化辦公不受地理位置限制,他認為,從現在開始直到就業市場反彈之前,辦公虛擬化趨勢都會導致競爭越發激烈。他還指出,受疫情影響,許多企業采取了精簡組織架構的措施,而這些舉措并未對企業的工作或生產造成太大影響,隨著企業逐漸認識到這一點,未來勢必會有很多企業推出削減開支的舉措。比如,企業可能會讓許多職位保持遠程辦公的狀態,從而降低交通成本、減少租用更大的辦公室帶來的租金支出。戴特曼稱,這些遠程辦公的職位可以安排給生活在那些生活成本較低地區的人來擔任,這樣還能夠降低企業的薪資成本。
除此之外,作為初級職位招聘專家,他認為應屆生的職場生活應該會在較短時間內恢復正常。他預計,與2000年代末進入就業市場的千禧一代畢業生不同,2020屆畢業生將很快看到入門職位數量的回升。
而在這之后,職場新人找工作時會考慮的問題將與疫情爆發之前大不相同。沃登表示,她發現,越來越多的學生在求職時會著重考慮企業福利,包括醫療保險、交通及Wi-FI津貼等等。而在以前,學生們在求職時首先考慮的一定是薪水,上述因素的優先級比之薪水要低得多。
“幾年前,由于薪水非常高,所以學生們很少考慮穩定性。但受現在這種焦慮心理的影響,我覺得大家在求職時的心態也在發生變化。”沃登說。
戴特曼預測,在這場危機之后,求職者將會更加注重企業的價值觀。未來幾年將從大學畢業的這批學生一直都非常強調社會責任,他們會優先考慮那些具有強大使命感且與其價值觀相符的企業。他表示,對這批人來說,他們在未來選擇工作時會更多考慮企業在當前這一歷史時刻為其員工和社區提供了哪些幫助。
“學生們對這些企業保持著關注,他們會問自己‘這些企業是在解決問題,還是在制造麻煩?’所以在我看來,一場對品牌形象的評判正在進行之中。” 戴特曼說。
雇主和未來的員工都在審視招聘、雇傭的標準和企業文化,在疫情籠罩下的世界里,唯一可以確定的就是職場生活必將發生改變。(財富中文網)
譯者:梁宇
審校:夏林
With a historic 38.6 million jobs lost in just nine weeks, the coronavirus pandemic is wreaking havoc on the labor market.
As the class of 2020 graduates into that uncertain professional landscape, both those new grads and the companies hiring them face quite a bit of work to adapt and create the opportunities and culture that both employees and employers need to thrive.
For a new hire, starting a career virtually means it’s much harder to get a feel for the work and to immerse oneself in the culture of a company, said Miecha Ranea Forbes, senior vice president of culture, inclusion, and strategic advising at executive search and consulting firm Koya Leadership Partners. And that lack of connection can start a career off on the wrong foot.
“Statistics show that the more engaged a person is in the organization, the culture, and the work, the more likely it is they’re going to be retained for a long period of time,” Forbes said. “Even through bumps like a pandemic.”
One of the biggest challenges Forbes said she encounters in her work, which often includes helping companies engage their workforce virtually, is getting employees and employers to understand that a workforce doesn’t have to be together in person to build relationships and an engaging culture. Forbes stressed that remote work can be meaningful and enjoyable if employers are “intentional” with new hires from the start—planning their training thoughtfully before their first day, slotting time for them to meet one-on-one via video chat with mentors, and encouraging friendships between coworkers.
Scott Dettman, CEO of “education to work” platform Avenica, which specializes in matching job seekers with entry-level career opportunities, said that, as companies focus on this new way of work, they will likely take a closer look at how effective their recruiting and talent evaluation tools are.
The criteria on which job applicants are measured will change, too, Dettman said. For instance, many employers have traditionally given a lot of weight to in-person interview performance, but now remote work will force them to cast their gaze elsewhere.
Dettman predicts that companies will focus on finding self-starters with the ability to independently manage themselves, rather than zeroing in on the most charismatic interviewees. He also said that analysis of digital presence and social media profiles will be increasingly important in lieu of in-person evaluation.
Corporations have also begun to question whether a lot of their automated tools and algorithms are evaluating talent as well as they could be, he said. Often, those tools scan résumés for language that matches the job posting, allowing applicants to tailor their résumés to the description, Dettman said. But that doesn’t always lead employers to the best person for the job. Perhaps the bots aren’t really picking out the best applicants after all.
“The environment’s changed, the dynamics have changed, and people are weighting things differently,” Dettman said. “I think in some ways, it’s kind of opening their eyes to maybe they haven’t set up these pieces all that well.”
For those new grads who haven’t secured postgrad work, the bounce back will be slower than for the rest of the economy, Dettman said. Younger professionals can expect to see a year or so of challenges owing to a larger pool of unemployed people racing to any job they can get, he said, resulting in over-skilled, more experienced workers taking the entry-level positions that 2020 grads want.
Those challenges will likely result in a cohort of workers taking jobs in fields they never expected to be working in, because they have to be more open-minded to find jobs, according to Stephanie Worden, assistant director of undergraduate recruitment at Syracuse’s School of Information Studies. She, too, graduated in an economic downturn, finishing college during the Great Recession.
“My message to the class of 2020 would be, you gotta hustle a little bit differently,” Worden said. “Having a positive attitude and entering into different sectors with the skills that you have, being a digital native, will help organizations and will help people, but you have to have an open mind.”
In the time between now and when hiring picks up again, Dettman said he expects to see a bend toward virtual work that leads to even more competition, since location will have less to do with viability. There will also be a lot of cost-cutting as companies realize that the streamlining of their organizations necessitated by the pandemic didn’t disrupt work or productivity nearly as much as expected, he said. For example, companies will likely keep many roles remote, cutting down on transportation costs and the price of rent for larger offices. And those remote roles, Dettman said, can be filled by people living in locations with a lower cost of living, helping companies reduce salary costs, as well.
Aside from that, though, the entry-level recruitment expert said he expects professional life for recent grads to return to normal relatively quickly. He expects the flow of entry-level job openings to resume fairly rapidly, something that didn’t happen for millennials graduating into the cataclysmic job market of the late 2000s.
And once that flow returns, young professionals will be looking for different things in an employer than they were pre-pandemic. Worden said that she’s already seen an uptick in students emphasizing company benefits, ranging from health care to stipends for moving expenses and Wi-Fi. She said these used to be much lower on the priority list for her students, with salary taking the top spot.
“A couple years ago, they weren’t really thinking stability, because the pay rate was so high. But with the anxiety now, I think we’re shifting,” Worden said.
Dettman predicts that job seekers will also focus more on company values in the wake of this crisis. The generation graduating from college over the next few years has emphasized social responsibility for a while, prioritizing companies with strong missions that align with their values. For this demographic group, how a business helped its employees and communities through this moment in history will carry even more weight, he said.
“Students are looking at companies and saying, ‘Are they doing things to be part of the solution, or are they contributing to the problem?’ So I think there’s a brand judgment that’s happening,” Dettman said.
With both employers and prospective employees questioning the norms in recruitment, hiring, and company culture, the only thing that’s certain as the world navigates this crisis is that professional life is going to change.