What Values HR Leaders needs in Post Pandemic 2021

What Values HR Leaders needs in Post Pandemic 2021

Amy Simpson | August 13, 2020

As recruiters, we conduct interviews almost every day. We successfully assess if the personal and professional qualities of a candidate meet the needs of the company or organization we represent. It is up to us to assist company HR leaders in building a corporate body that represents the goals and values of their company’s mission. All in all, we get to know people and try to find the professional homes that collectively further their lives and careers, and we bring businesses the talent that will help them progress and keep them competitive. 

We ask questions that highlight the strengths and flaws of prospective employees to determine just how self-aware they are, because we know that it is only through reflection that we discover opportunities for growth, improvement and reinforcement.

So shouldn’t we, as the gatekeepers, the welcoming committee, the keys to the kingdom, so to speak, also take a look at ourselves to determine what values we need to reflect across the board, in order to prepare ourselves for a 2021 that will require all of our energy and resources? As human resources professionals, and personally as recruiters, the rebuilding of the insurance industry’s workforce has already begun, but the journey is just getting started. Mental preparation and wellness will be the key to providing the best possible service from within and from outside.

Getting in touch with your emotional intelligence

While emotional intelligence is a buzzword, what it is supposed to represent is important. As HR leaders, the ability to establish what your company, your employees and your customers need is a matter of being attentive, being able to critically analyze what you find and to take the appropriate action based on your findings. Paying attention to the concerns of the people that make up your business is the foundation of a workforce built by design.

Mental and economic agility

If 2020 is evidence of anything, it is that socioeconomic conditions can change debilitatingly fast—fast enough that the likelihood of a stumble by even those companies taking a vested interest in preparing for the uncertain is likely. Being able to turn a fall into a roll, displaying the mental and economic agility to adjust to meet emerging challenges and elevated consumer expectation is a must. Real agility requires an awareness of one’s presence in the marketplace, knowing when not to over extend while remaining visible and relevant.

Bouncing Back

Training your company’s executives and managers, giving them the tools to lead effectively during lean times makes sense. It increases flexibility and adaptability, and education ideally spreads down throughout your teams, preparing your organization as a whole for the eventual difficult days. In this same vein, providing the means to maintain mental wellness and alternative work solutions, such as working remotely, not only gives your workforce options but shows them that, as HR leaders, you are conscious of the obstacles they face and are taking measures to build work environments that are not only productive but in sync with their needs.

Implementing programs that foster these attributes, along with precise communication and flexible work schedules are crucial to returning to a workplace and economy that more closely resemble a pre-pandemic world. HR leaders must take the current and coming issues to task and, as recruiters, The James Allen Companies will support you by providing all the talent you need to reach unheard-of professional heights.

About the Author

Amy Simpson
Amy has more than a decade of experience successfully recruiting experienced insurance professionals. Her extensive expertise and network of contacts has allowed her to place highly skilled and nearly impossible to find candidates in underwriting, claims, loss control, sales, premium audit, marketing, human resources, IT and beyond. She loves the challenge of looking for someone who seems impossible to find. Amy is committed to exceeding her clients’ expectations and enjoys helping people to enhance their careers. Amy has two young children, Noah and Jonah, with her husband Marc. They love to travel and look forward to planning their next visit to Disney World.
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