The 2021 Sourcing
By Kelly Peters
We expected the 2020s to bring continued
change to the world of recruitment, but it’s
safe to say that nobody could have predicted this.
The hiring landscape of 2019 is a distant memory
as a result of the pandemic and the economic
instability that followed it.
HR has had to adapt to this new normal. Some
trends that were already developing, such as
the rise of automation and remote work, have
accelerated. Others that may not have been
front-of-mind, such as health and safety benefits,
parental support, and serious D&I efforts, are now
make-or-break aspects of the hiring process.
That vertiginous unemployment graph is
unsettling, but it means that 2021 holds a lot of
promise for recruiters able to identify and secure
top talent. There’s a larger candidate pool to draw
from – you just need to focus on a few things to
ensure you’re making the most of it.
Too many, or too few?
Before creating a sourcing strategy, it’s important
to first understand the state of the labor market
in your industry. The global pandemic and shift
towards remote work have impacted some
businesses positively, and others negatively.
If you’re in the leisure, hospitality, or utilities,
you may have noticed a dip in job applications.
On the other hand, for industries like finance,
IT, manufacturing, and construction, the labor
numbers suggest that you may be experiencing a
significant increase in applicants.
The focus of your sourcing strategy for 2021 will
depend on which of these buckets your business
An estimated 42 percent of Americans worked
from home during the pandemic, and 43
percent say that they want to continue working
remotely at least some of the time once the
economy fully re-opens. That’s a significant chunk
of the workforce.
If your business allows for the possibility of
flexible work, whether it’s a fully remote or a
hybrid model, you should embrace it. IWG’s
Global Workforce Survey found that 80 percent of
candidates would opt for a role that offered flexible
working over one that didn’t – and that was before
the pandemic brought the health and safety angle
into the equation.
Advertise your business’ willingness to explore
flexibility in your job descriptions, and you’ll likely
find that the number – and quality – of applicants
STATE OF THE INDUSTRY RESEARCH