Between containment and decontainment, crisis and growth, how does one find one’s way around when looking for a job or recruiting a new technology employee?
As decontainment takes shape, schools and businesses tentatively reopen, but concerns remain, potentially difficult steps such as changing jobs, looking for an internship or starting a new position can be more uncertain and anxious than ever. Yet, despite the heavy financial consequences of the crisis, the technology sector is growing. Recruitment continues; demand is still there, especially in innovative niches. To better understand the impact of containment on hiring, and to clear the way for our readers looking for work, we interviewed recruitment professionals and spoke to women looking for jobs in technology. How to find a job during the pandemic: we give you some advice!
Opportunities to be seized despite uncertainty
Our interviews revealed that innovative companies and some of the big players whose sectors have not been seriously affected by the crisis are still going strong. The human resources agency Rhum, with whom we spoke, was already offering its recruitment and training services remotely and was therefore little affected directly, in addition to having had a front-row seat to observe the impact of the confinement on its customers.
First observation: while the entertainment and events sectors experienced an inevitable slowdown, companies that were already flexible adapted quickly. Some, accustomed to managing remote workers, freelancers or subcontractors, made few changes to their current processes. Still others, accustomed to pivoting, were able to develop new processes.
According to Rhum founder Pierre-Luc, some sectors are even growing. The video game industry and artificial intelligence are on a roll and recruiting more than ever before. Pierre-Luc cites TruLuv, a self-care application using artificial intelligence, which has negotiated the containment shift particularly well, offering an essential service in times of crisis. Other growth sectors include e-commerce, community management and campaign management.
Bazookka, a platform that connects candidates and recruiters, reports that technology companies from both inside and outside Quebec are actively seeking talent, regardless of their geographical location.
This momentum means more opportunities for candidates, with the possibility of negotiating better working conditions. The challenges of the crisis are forcing companies to innovate in terms of human resources management, and employees have everything to gain from contributing their two cents.
The new working conditions that are taking shape mean easier access to employment for people (single mothers, for example) whose constraints used to be a barrier to employment.
How to find a job during the pandemic
Companies’ ability to offer attractive recruitment and remote working conditions will soon become their main recruitment asset. That said, for those unaccustomed to telecommuting, or even to looking for remote work, all these opportunities can get lost in the nebulous blur of novelty and anxiety.
Here are a few tips gleaned from our interviews to get you started:
⇒ 1. Clear presentation
A timeless necessity, and particularly relevant in these days of increased written communication, a clear, straightforward presentation of one’s career path and professional objectives will save time for a recruiter overwhelmed by e-mails. Don’t hesitate, if possible, to specify your target position, relevant experience and training in the title of your message.
⇒ 2. Networking, networking, networking
An old ally of candidates, networking is also important. Since it’s no longer possible to meet potential collaborators over a bite to eat in a 5 to 7 meeting, the only thing left to do is to canvass your personal network by e-mail. The widespread solidarity that is now flourishing can also mean helping a friend in search of a job.
⇒ 3. The good old portfolio
Take care of (or create) your online portfolio and your presence on social networks so that you can be easily found and contacted. Up-to-date, clear, concise and honest information can make all the difference.
⇒ 4. Ask questions
Don’t hesitate to identify your own needs and prepare questions for recruiters. What teleworking conditions do they offer? How flexible are their working hours? Are they prepared to continue teleworking after decommissioning? Can they accommodate candidates whose circumstances call for greater caution?
⇒ 5. Presentation videos
Presentation videos are very popular on Bazookka. They enable candidates to stand out among the myriad of existing profiles and show employers a glimpse of their general attitude. Be careful, however, not to overuse them and, above all, for recruiters, not to allow themselves to be trapped by their own cognitive biases. Shooting a video is not the same as presenting yourself in person, and even the most brilliant programmers can lose their cool in front of the camera.
More generally, distance blurs codes and can make it difficult to maintain a humane working environment if not properly managed. The structure of interactions changes, becoming more codified, more organized. For Rhum, it’s important not to minimize the importance of small talk, which would benefit from being part of established remote communication processes, in order to maintain a warmer contact within a team. Companies need to listen to employees’ particular constraints and conditions.
So is finding work easy?
Of course, just because the crisis isn’t all doom and gloom, and job opportunities do exist, that doesn’t mean that the practicalities of the job hunt can’t prove a little more complex. As we have seen, in the absence of direct contact, the network is a crucial element in the job search. A network that is often built up through experience. So for juniors or recent graduates who haven’t yet had the opportunity to show themselves off before the crisis, the search can prove arduous. Some companies are reluctant to train juniors remotely, preferring to hire seniors who will be able to get on board more quickly in an uncertain environment. Others simply don’t have the human or material resources to provide such training. Clémence, fresh out of the Wagon bootcamp and looking for her first job as a full stack developer, laments the difficulties of her first steps and the many aborted interviews due to her junior status. It’s easy to imagine that, in the same way, the greatest assets of those already well established will constitute additional barriers to entry for others.
The final word
People working in technology are fortunate: their expertise is in demand, and even in high demand. Video games, artificial intelligence, remote collaboration, communications, online services and commerce – these are just some of the sectors that are not doing so badly. Despite the new difficulties brought on by the crisis, companies are recruiting and adapting. Social distancing, which is still necessary for many people, involves adjustments to the application, selection and onboarding processes. For candidates, this means greater attention to online presence, better structuring of information, and greater emphasis on eye contact and networking. It’s also important to bear in mind that not all candidates are equal when it comes to these adaptations, and that their reality must also be taken into account by recruiters. In a world whose contours are still fluid, it’s now or never for workers to ensure that their working conditions meet their needs and constraints, and for companies to make their processes more human.
