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Recruitment Practices for a Post-Covid19 Economy

Thursday, 25 Feb 2021

Recruitment Practices for a Post-Covid19 Economy

Many are wondering whether they will keep their job after furlough. Many have already lost their job. Many were almost in a job but it did not pan out because of Covid19 restrictions and the impact on businesses and organisations.

Overall, there are a lot of people looking for a job, and a lot of businesses who have completely halted recruitment. Some organisations have scaled back their recruitment drive and reduced the number of positions available.

There are a select number of industries and organisations coping or thriving in a restricted economy. These organisations are recruiting and even growing.

The fundamental needs of businesses has not changed in regards to recruitment. Staff need to be effective at their job role, and the return on investment they bring (what they deliver in light of what they are paid) massively determines whether that job role is needed in the business, whether it has room to grow as a role and whether the business can grow as a whole.

In terms of reducing payroll costs, there are a few options outlined in our article on How to save jobs and afford staff after furlough ends.

However, businesses and organisations should consider a constructive approach over a reductive one. This may involve an evaluation of products, services and offerings in light of how the economy has changed and might continue to change.

It is certain that an increasingly digital economy yields two new core needs for all organisations:

  1. Presence
  2. Exposure


Having a digital presence, once was just to be listed in an online directory. Thereafter it evolved to having your own website. Now, it is about maintaining communication.

It is not just phone calls anymore, but instant chat, emails, social media messages. Multiple channels might be used by your audience and you cannot be the one to take away the option that they prefer most.

The good news is that digital communication does not require someone to be constantly looking, like one’s ear is required on a phone call. There are smart ways to give customers answers automatically, direct them the right way, or even politely tell them that you’ll get back in touch.

Delivering good customer service, and being seen as an organisation who is ‘present’ online requires good IT skills and an IT Strategy that is in line with your needs and values. Businesses who have done this effectively have experienced massive growth. ECommerce businesses have hailed Twitter as an excellent way receive, delegate and handle customer queries for example, and it does not cost a penny (unless you choose to further optimise using additional software tools).

The fastest and cheapest way to bring this into a business is to hire an IT Apprentice. Read more about the qualification.


If everyone is doing the same thing, and appearing online, that means the whole competition has been taken online.

What can organisations do to save their talent and their workforces? Many businesses have experienced the oft-counterproductive move of reducing staff numbers, and over-burdening the remaining team. How can you afford more hands back on set? The answer is apprenticeship training. Read about the reduced wage bill, and limited time £3,000 cash incentive per employee trained.

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