Two recruiters share how 2020 helped us grow together

In 2020 we all had to quickly respond and adapt to new realities. Whether it was rapidly shifting to remote work, freezing hiring plans or offering entirely new services, we all found ourselves facing new challenges.

These uncertain times have also seen a shift in how we think about talent. Whether it was finding new ways to hire talent using virtual tools and mapping out opportunities for existing talent, to doubling down on efforts to create truly inclusive workplaces and sharing our experiences - this year has truly changed how we work.

We asked 500 of Asia-Pacific’s talent professionals about what they’ve learned this year. From their insights, and combined with in-depth interviews with global talent leaders as well as LinkedIn’s own unique data points, we have been able to make six bold predictions that are set to shape the future of recruiting.

Two recruiters from across the region shared how the lessons of 2020 have taught them how to help talent grow and flourish.

For Shambhavi Mehrotra, a talent acquisition specialist working for Telebu Communications in India, when her organisation went into a hiring freeze she put herself into the shoes of the applicants.

This focus on making sure candidates have a memorable experience is a trend we expect to continue. It's all part of a more empathetic employer brand, which demonstrates an organisation's values, rather than just focusing on shiny perks.

Shambhavi also worked on fostering new connections. She helped candidates understand their new reality and tap into new communities, like online resume support so they could make their skills standout in a crowded talent market.

2020 has shown the ability of talent to adapt and embrace change. Interestingly, our survey of recruiters in India found a laser-like focus on the importance of adaptability. In the coming years they placed an above average emphasis on the importance of reskilling the workforce.

Claire Li Yue is a senior recruitment sourcer for Palo Alto Networks in Singapore. When recruitment came to a standstill she pulled together teams across HR to find out new ways to do things better.

She began thinking about diversity, and how despite there being many talented women in the field of cyber security often the perception was that it was all men. Claire recognised that in shifting this perception, the workplace would become more inclusive, and even encourage others who hadn’t considered a career in the sector to join.

It took time, but she patiently built a level of trust with her colleagues to begin to share their stories.

LinkedIn’s survey of Singapore recruiters found they saw their roles becoming more specialised, at a higher rate than their regional counterparts. They also anticipated they would see an increase in being a career coach, and were clearly focused on internal mobility.

Helping create inclusive workplaces, where talent feels like they truly belong and can share their experiences is key to fostering successful internal mobility. Claire’s work to share the diverse experiences of her colleagues is key to fostering that inclusive workplace.