How will your life be different when we begin recovering from the various Covid-19 lockdowns?

What will the “new normal” look and feel like has yet to be conclusively defined?  Yes, there will be many things that remain the same, just as was the case following the 9/11 terror attacks.  But there will be significant changes, some that materially impact the way we experience life.


Already companies are challenging the norms of where and how we work:

  • Return to the Office Delayed – Some large companies are telling their employees not to expect to return to the office until at least mid-summer
  • Some Companies to Make Work from Home Arrangements Permanent  An increasing number of organizations are planning to make work-from-home arrangements permanent as they seek to jettison costly office space or maximize the utilization of the space they own.
  • Layoffs Will Continue – Employees that were furloughed — a temporary suspension of employment – are being notified that their status is changing to “laid off” – termination, as companies begin to rethink their workforce needs.  Additional layoffs are likely

Talent acquisition will also experience change as the job market changes:

  • Job Markets Will Remain Unstable, Intensely Competitive – More than 11 million people who lost their jobs at the start of the pandemic remain unemployed.  The number of new weekly unemployment claims continues to be above 800,000. 
  • Value and Accomplishments – Employers will increasingly pay more attention to an applicant’s value – experience and relevant accomplishments.  Advanced degrees, certifications, and fellowships, while impressive, will not win the day if relevant expertise and record of achievements are not part of their resume and an integral part of their interview story
  • Companies Strengthen Internal Recruiting – Companies looking to reduce talent acquisition expenses and enhance workforce stability are developing internal recruiting capabilities that include sophisticated technological screening and decision-making algorithms
  • Market Share for Outside Recruiters Will Decline – Outside search firms – both the contingency agencies that specialize in management and supervisory personnel as well as the executive search firms that work on retainer – will see significantly fewer assignments over the next three to five years.  Their market share will decline below 25 percent of the total searches conducted within three years  
  • Poor Communication, Disrespectful Treatment Irks Applicants – Communication between applicants and recruiters and poor treatment of applicants by search consultants will continue to be a point of frustration in the search process

The good news is that there is a bright light of hope and opportunity beyond this bleak period of change.  Check out Wednesday’s blog post.

For a free 30-minute career consultation with John Self, one of the nation’s top career management advisors, register today at

John G. Self