10 Hiring Trends and Observations for the End of 2020
Take this for what it's worth: Here is a culmination of my gut instincts about what is going on in Lancaster and the surrounding areas when it comes to hiring in December. This year has been so unprecedented and full of employment upheaval, I do not trust past data or trends to predict what will happen over the 2020 holidays.
So, here are some reflections–bits of advice and thoughts for hiring during the next month:
If you have hiring needs, do not slow down now. Many companies slow down their hiring efforts over the holidays because hiring managers are off, people are compiling year-end reports, or finalizing budgets for next year. Even if they decide to run job ads, those resumes are often sitting for a couple of weeks without being called in for an interview. If you need to hire, take advantage of this moment– as your hiring competitors slow down–to move more quickly.
Entry-level positions are performing well. Our job ads that are SEOed for "Entry Level" are seeing a high response. We are seeing resumes from people who are looking for the opportunity to get into an entry-level position where they can receive on-the-job training. Many are coming from industries that were hard hit by the pandemic (like tourism) or are working for a company that is starting to crack under this year's financial strains.
The first wave of "unemployed due to COVID" jobseekers are running out of UC benefits. By mid-December, those who lost their jobs in mid-March will run out of unemployment compensation benefits in PA. You'll see professionals who were previously hopeful about returning to their former jobs or who were choosy about the offers they considered getting a lot more serious about finding a new position. You'll also see those who were riding out the UC benefits to the end look to re-enter the labor market (see my next point).
The quantity of candidates is up in many cases but not necessarily the quality. In other words, we're still seeing a lot of "job jumper" candidates and candidates who don't even come close to matching the qualifications. We have found that we're spending more time weeding through unqualified or under-qualified candidates.
For the sake of your sanity, take some time to think about retention. What have you done to show appreciation for your team? How have you communicated the "state of the business" with them? Have you given them confidence that their job will still be around in 2021? Do they know you are on their side and care about their futures? It's much easier to keep a good employee than to train a new one.
Construction positions are still among the most challenging roles to fill. If you are looking for an employee with construction skills, they are as hard to find now as they were a year ago. We've seen that, other than a brief slowdown in March/April, construction has stayed strong in 2020. Many of these candidates are working overtime (when they are not using vacation days to go hunting). With the weather being mostly favorable, they are on the job working, not on the computer looking for a new job. If you think you need a skilled construction worker, give serious consideration to looking in January and February, when the cold weather is likely to slow down some of the crews and hopefully result in some available candidates.
If you have the option to allow for full or partial remote work, advertise it! Some highly qualified individuals are anxious to work for someone who will allow them to work remotely all or some of the time. Parents are in constant limbo as schools are opened/closed. Individuals with compromised immune systems are on high alert. Those who care for an elderly relative are being very cautious. Jobs that offer a remote option are performing very well.
Be COVID savvy. Some of our clients have had the foresight to share their COVID policies even before the interview process. When job seekers know your stance on mask-wearing, social distancing, set up of workspaces, etc., they can decide if your company's approach to COVID matches their own risk tolerance.
College Grads! While most graduates are "hitting the market" in May, some graduate in December. If you have a position that is a good match for a December grad, start advertising now. Also worth considering, many students are beginning to re-evaluate the logic of spending a small fortune on a college education that is now partially or fully remote. We may see some students decide not to return to campus in January and instead choose to look for work until things get back to something more normal. Some of these young professionals may be a good fit for some of your entry-level positions.
Pay it forward. It's always important to treat job seekers with kindness and respect. After all, they've shown you the honor of asking for a place on your team. If you reject a candidate that made it to the interview stage, offer him or her an extra word of encouragement, a tip on who else might be hiring, or some feedback on how to improve their resume. Any act of generosity in a time when so many are on edge and feeling vulnerable can go a long way. "Kind words are like honey – sweet to the soul and healthy for the body." Proverbs 16:24
So, all that to say, going off of my gut and what we've observed the past couple of weeks, it's a good year to keep your job ads and interviews rolling right through the holidays. If you have any questions or want to brainstorm, I'm happy to chat with you about your specific hiring needs. Shoot me an email or give me a call, and we'll schedule a time to talk!