Digital Presence: Employer of Choice Issues Post-Covid!

There’s more to the “Great Resignation” than just the inability of organizations to get the skills they need because people are choosing a different path for their future.

It accelerates the trend and challenges of becoming an ’employer of choice.’ As people come to reject traditional working models, they’ll accelerate the skills issue even more at the same time that organizations seek to have them return to the office. And it’s my belief that for a variety of issues, it going to be far more difficult for companies to recruit and retain the people they need – including making sure you present the right ‘digital image’ during the recruitment process. The simple fact is this – if your Zoom image sucks, your potential as an employer of choice will suck.

I’ll tackle that issue and more in a keynote for a Belgium event in just over a week, I’ll address the issue of “digital presence,’ and how your digital image has become a critical factor in the recruitment process.

There are a number of really interesting topics within this leading edge HR conference – it’s bound to stir up some innovative thinking.

The context of all of this is that organizations are increasingly finding they are in a situation in which increasing skills specialization is becoming the key future HR issue. As I put out in my Daily Inspiration one day for a careers conference – “You need to deliver knowledge that you aren’t yet aware of, for jobs that don’t yet exist, to a group of people who don’t know that they will need it. And you need to do it yesterday!”

Here’s a clip where I tell this story on stage.

Things are now changing so fast that the realties of our world are rapid knowledge obsolescence, and the rapid emergence of new knowledge; the disappearance of existing careers and the arrival of new ones; and the predominance of just-in-time knowledge.

Simply put, people need the ability to get the right knowledge at the right time for the right purpose – and organizations need to find increasingly specialized skills. They won’t succeed without top-notch ‘digital presence’ – and the fact that the next generation defines themselves not on what they do for a living, but what ‘they like to do.’ Here’s a clip from 2010 in which I tackle that topic.

The future of HR post-Covid is massively complex, and while I’m still piecing together my keynote, it’s bound to raise some critical issues.