NextAvenue.org has permission to reproduce this article.What should you know about getting hired, if you are looking for work? Virtual interviews will continue to be a common practice? Remote work is here to stay? Is diversity and inclusion just a passing fad? I have the answers.My advice and information are based on what I heard at the Indeed Interactive conference. This virtual event was hosted by the employment website and featured economists, employers, and recruiters discussing trends in hiring.These are the top trends and tips to help you get your job search off to a successful start.Trend No. Trend No. 1: The virtual and automated hiring process is becoming more common. Interviews and onboarding are all done virtually thanks to the pandemic.Maggie Hulce (senior vice president at Indeed.com), stated that virtual hiring will continue to be a part of most organizations.Recruiters increased their use of tools to help them automate the process for sourcing, screening, and scheduling interviews with qualified candidates during the pandemic.Do not miss out: There are many opportunities for older workers in the job marketYou can still expect to see some in-person recruitment initiatives like job fairs once it is safe. Peter Sursi, the former FBI head of talent acquisition, stated that people want to attend live events so it is unlikely we will not return to in-person events. However, we are now more comfortable attending virtual events so I expect to see a hybrid model in the future.My tip: Referrals are a great way to get jobs as the hiring process becomes increasingly automated. This is especially true for older workers with a diverse resume that may be rejected by screening filters.Make use of the new tools that make it easier to be found online by recruiters. Indeed has a ready to work feature that allows you to let recruiters know that you are available for work. This is similar to the LinkedIn open to work badge. It seems to be making a difference: Indeed reported that 70% of its recruiter outreach in the past year was to people who had marked themselves ready to work.Trend No. Trend No. 2: Employers and workers continue to be interested in remote work. According to Pabwel Adrjan (head of Emea Research at Indeed Hiring Lab), the percentage of job postings that mention remote work has almost tripled since before and during the pandemic.Although it is too early to predict how many jobs will remain entirely or partially virtual, experts at the conference noted that the trend suggests that remote work will become more common once COVID-19 is over.Flexibility is a key attribute for job seekers. Any flexibility that employers offer in their jobs will make them more competitive, according to Daniel Culbertson, an Indeed economist.My tip: Use filters such as virtual or telecommute when searching online for remote jobs. By taking advantage of the FlexJobs webinar How to Find and Land Remote Jobs, and reading books such as Great Pajama Jobs, Kerry Hannon, my Next Avenue colleague, you can avoid scams that involve work-from-home.Trend No. Trend No. 3: Diversity, inclusion and the future of employment and hiring are at the forefront. Employers have been talking about diversity and inclusion for years. However, the reality is that the words rarely translate into action. Employers are now taking the issue seriously after the George Floyd murder and subsequent outcry.Read more: The state views age as an asset, and is looking to hire older residents for workIt feels different this year, said Lance LaVergne (chief diversity officer and senior vice-president at PVH Corp), a fashion and lifestyle company. Companies are now more visible and public in their commitments to diversity because of the demands and expectations they have from customers, employees, and other stakeholders. This is no longer a feeling-good, right thing for you kind of effort.My tip: Find an employer that values diversity in racial and sexual orientation. Glassdoor.com, a sister company to Indeed, launched a feature in February that displayed company ratings, CEO ratings, and workplace-factor ratings by race/ethnicity and gender identity. It also displays caregiver or parental status, disability, sexual orientation, veteran status, and parental status. Salary information can also be broken down by race/ethnicity and gender identity.You can find out how Hispanic employees rate the company's culture or how LGBT employees rate senior leadership. Also, see what the average salary for individuals who identify as male, female or nonbinary in particular roles.Trend No. Trend No. For older job seekers, it's still difficult. Although I was happy to hear of the increased emphasis on gender, race/ethnicity, and sexual orientation diversity initiatives I was disappointed that age was not mentioned as an important component.It is possible that things are getting worse for older workers.Heather Tinsley-Fix was a senior adviser at AARP and stressed that older workers still feel marginalized by recruiters during the session on ageism, Recruiting for All.We surveyed 45-plus workers in 2018 and found 61% had seen or experienced ageism at work. Tinsley-Fix noted that this percentage rose to 78% by 2020.According to SHRM's website, many organizations have created training programs for culturally diverse workers, but few have considered age as a diversity dimension.Tinsley-Fix said: While there are certain professions that value experience such as health care, it is not a great one and something we should pay more attention to.My tip: When applying for jobs, highlight your ability and desire to learn. This will help combat ageism.If you have earned an online certification, or mastered a new technology skill during the pandemics, it is a sign of your dedication to learning.Similar: While workers are retiring in large numbers, it is not always something to be proud ofEmployers will be impressed by your soft skills, such as sense-making and problem solving, when you apply the SOAR framework to help them understand you.Tinsley-Fix said that the more jobs are automated, the more important it is to maintain human skills.Nancy Collamer, M.S., is a semiretirement coach, speaker and author of Second-Act Careers: 50+ Ways to Profit From Your Passions During Semi-Retirement. You can download her free workbook, 25 Ways to Help You Identify Your Ideal Second Act on her website at MyLifestyleCareer.com (and youll also receive her free bimonthly newsletter).This article was reprinted with permission from NextAvenue.org, Inc. 2021 Twin Cities Public Television, Inc.Next Avenue has more:
