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Recruiting in the Post-COVID
Era – Strategies for Attracting
and Retaining Talent in Asia
By Lindsay Shi, China Briefing, Dezan Shira & Associates
As employers across the world confront the Great Resignation, we examine
changes to recruiting in the post-COVID era and discuss smart strategies for
enterprises to benefit from the shifts in work attitudes and employment priorities.
Flexible hiring practices, customized work assessment policies, and effective
employer branding will allow enterprises to attract the best talents and achieve
staff loyalty. Companies may also need to opt for a more distributed workforce
and adopt telecommuting. While retaining their traditional workforce, this new
flexibility in recruitment policies will help enterprises cast a wider net for skilled
and “compound” talents, who may have previously been unavailable due to
mobility and location challenges or time constraints.
The COVID-19 crisis has had a serious impact • EMPLOYER BRANDING BECOMING
on every part of the world. As the crisis MORE IMPORTANT
continues to develop, it has also brought
unprecedented challenges to the production and Company culture is playing a bigger role in
operation of enterprises and the management of recruitment so the importance of employer
human resources. branding is growing. Currently, many companies do
not have their own employer branding strategies, a
However, the post-pandemic era also presents concept some people may even be unfamiliar with.
a host of new opportunities in the field of
recruitment, and if your HR team can overcome Employer branding is composed of external and
these challenges, you can successfully craft internal branding. External branding establishes the
teams made up of an excellent group of people. company among potential employees. It includes
In this article, we will discuss hiring and retaining messaging on why the company is a good place
employees in the post-pandemic era, and what the to work and explains the reasons why employees
future of recruitment might look like. choose to work at the company and existing
employees choose to stay at the company.
THE IMPACT OF THE PANDEMIC ON
Internal branding, meanwhile, establishes the
RECRUITMENT AND EMPLOYMENT company’s value among existing staff, and can
act as a kind of commitment by the company to
• CHANGE IN HIRING PRIORITIES its employees. It represents not only a means of
establishing a relationship between the company
The biggest change in hiring since the Great and its employees, but also a way to communicate
Recession has been a shift to a largely virtual the unique work experience that the company
recruitment process. But the hiring priorities provides for both existing and potential employees.
of many companies have also changed. Now,
hiring managers no longer only pay attention to • GROWING DEMAND FOR MORE FLEXIBLE
candidates with the requisite skills. The talent that WORK ARRANGEMENTS
enterprises really need are "compound talent" with
skills and professional knowledge that is adaptable The development trajectory of work will naturally be
to market development and economic progress. accompanied by some tension between employees’
Compound talent refers to a type of person that judgment of the future employment trends and
has one main professional skill as well as expertise the current available options. We may not know
in another field that is in short supply in the talent exactly how work habits will continue to develop in
pool and which the enterprise is in urgent need of.
3 AMCHAM SOUTH CHINA
Recruiting in the Post-COVID
Era – Strategies for Attracting
and Retaining Talent in Asia
By Lindsay Shi, China Briefing, Dezan Shira & Associates
As employers across the world confront the Great Resignation, we examine
changes to recruiting in the post-COVID era and discuss smart strategies for
enterprises to benefit from the shifts in work attitudes and employment priorities.
Flexible hiring practices, customized work assessment policies, and effective
employer branding will allow enterprises to attract the best talents and achieve
staff loyalty. Companies may also need to opt for a more distributed workforce
and adopt telecommuting. While retaining their traditional workforce, this new
flexibility in recruitment policies will help enterprises cast a wider net for skilled
and “compound” talents, who may have previously been unavailable due to
mobility and location challenges or time constraints.
The COVID-19 crisis has had a serious impact • EMPLOYER BRANDING BECOMING
on every part of the world. As the crisis MORE IMPORTANT
continues to develop, it has also brought
unprecedented challenges to the production and Company culture is playing a bigger role in
operation of enterprises and the management of recruitment so the importance of employer
human resources. branding is growing. Currently, many companies do
not have their own employer branding strategies, a
However, the post-pandemic era also presents concept some people may even be unfamiliar with.
a host of new opportunities in the field of
recruitment, and if your HR team can overcome Employer branding is composed of external and
these challenges, you can successfully craft internal branding. External branding establishes the
teams made up of an excellent group of people. company among potential employees. It includes
In this article, we will discuss hiring and retaining messaging on why the company is a good place
employees in the post-pandemic era, and what the to work and explains the reasons why employees
future of recruitment might look like. choose to work at the company and existing
employees choose to stay at the company.
THE IMPACT OF THE PANDEMIC ON
Internal branding, meanwhile, establishes the
RECRUITMENT AND EMPLOYMENT company’s value among existing staff, and can
act as a kind of commitment by the company to
• CHANGE IN HIRING PRIORITIES its employees. It represents not only a means of
establishing a relationship between the company
The biggest change in hiring since the Great and its employees, but also a way to communicate
Recession has been a shift to a largely virtual the unique work experience that the company
recruitment process. But the hiring priorities provides for both existing and potential employees.
of many companies have also changed. Now,
hiring managers no longer only pay attention to • GROWING DEMAND FOR MORE FLEXIBLE
candidates with the requisite skills. The talent that WORK ARRANGEMENTS
enterprises really need are "compound talent" with
skills and professional knowledge that is adaptable The development trajectory of work will naturally be
to market development and economic progress. accompanied by some tension between employees’
Compound talent refers to a type of person that judgment of the future employment trends and
has one main professional skill as well as expertise the current available options. We may not know
in another field that is in short supply in the talent exactly how work habits will continue to develop in
pool and which the enterprise is in urgent need of.
3 AMCHAM SOUTH CHINA
