2022 is here and may or may not be like the last few years. HR leaders and business leaders, take note of what to set your eyes on when developing your recruitment strategies for 2022.
The last two years? Unexpected and unpredictable! The world has changed drastically to adapt and live with the Covid-19 pandemic. We had seen workplaces resorting to online options and Zoom meetings being a lifesaver for many companies. The recruitment sector also faced many challenges in the last two years. Companies struggled in hiring top talent for their jobs as talent was very much of limited supply, the ‘Great Resignation’ took place, lack of constant communication with the candidates, and outdated technologies and software were a few challenges this sector had to encounter. So, it’s better to be prepared to be the best in any circumstance, right? Here in this blog, we break down the top 7 recruitment trends you need to know in 2022 to stay on top of the game.
Recruitment trends have and always will continue to evolve in the future with the advance of technology. Recruitment teams prepare in advance their strategies where they would address resolving issues with their hiring processes. It is important to be aware of what is on top of the hiring trends.
Hybrid workplaces are here to stay!
Industry experts foresee hybrid staffing in companies. Many candidates now expect location flexibility. With these changing dynamics, remote working, freelancing, and temporary staffing will only grow in the coming years. Companies now need to work on fostering collaboration and communication between employees working in the office and those working remotely. These kinds of opportunities will provide skilled and adaptable teams with better pay and a better work-life balance. It will offer people the flexibility they need and the interpersonal communications they need to keep for their development and for the growth of the company.
Employees leveraging salary negotiations
The ‘Great Resignation’ has led to employees having the upper hand in the employee-employer relationships in some ways for a change. The demand for talent has gone up while supply has become limited. As a result, employees now have the leverage in negotiations regarding incentives and benefits. Recruiters need to revisit and revise their marketing strategies to attack top talent. We see organizations focusing on ‘Employee Value Propositions’ such as equity, diversity, and inclusion policies. We will also see companies implementing better employee feedback mechanisms and working on them with a high priority.
2022 will be the year of data-driven recruitment
Talent acquisition leaders will use real-time data analytics, assessment tools, and insights in their recruiting and TA strategies. This will ease difficulties in sourcing talent, nurturing job seekers, and hiring the top candidates in an efficient manner. Assessments and hiring based on data will give more clarity on the mission of the role, the outcome that is expected, the competencies required, and the needs of the role.
Focus on automated nurturing
Manual emailing of prospects is tiring and time-consuming. It’s also an outdated, ineffective and unsustainable approach to building relationships with possible hires and taking them through the different steps in the recruitment process. Automated nurturing will take away the needless complexity of these manual communications and at the same time will provide a personalized touch with the candidates. Many companies now say that it’s more important to have candidate relationship management tools like nurturing functionality in their Applicant Tracking Systems.
Prioritizing internal hiring and mobility
According to a recent survey by Randstad RiseSmart’s 2021 Career Mobility Outlook survey, nearly 9 in 10 HR leaders said that 10% of their businesses’ open roles can be filled internally. 88% of these HR professionals also mentioned that their companies also encourage their workers to apply for internal openings. This helps us understand that companies should now focus on retaining their existing employees rather than looking for qualified candidates. With a major talent shortage and a high rise in the demand for talent, coupled with the great resignation, it’s time for employers to turn to internal staff recruitment. Companies should provide training and development classes to upskill their employees and inform them of recent openings in the company.
Employees to be the highest priority
The work-life balance of many toppled amid the pandemic. Many struggled with the changing dynamics in the workplaces and many CEOs accepted that employee well-being was the area many brands struggled with the most. The mental health and wellbeing of the employees will be a big focus for business and HR leaders in 2022 which is not a surprise here. It is important to allow one’s employees to get their space to improve and flourish. At the same time, they should receive excellent mentorship and guidance whenever required. With a focus given on such areas, companies can also reduce employee turnover and hence increase employee retention. Companies should take efforts to discover the pain points in the employee experience.
Reliance on Social Recruiting
Incomplete this list of recruitment trends would be, without this very important point. Social recruiting is also here to stay. We rely on social networks to find, attract and hire candidates. We post openings on LinkedIn, Twitter, Facebook, job boards, and many social networking sites. Prospective employees are in social media and many at times it is through these platforms they join a certain company. If you haven’t started recruiting through social media, you are missing a lot. Companies will focus on engaging candidates through social media and also encourage their current opening to share content and new openings. Posting on these platforms also strengthens employer branding.
The recruitment industry is now about adaptation, hybrid workplaces, data-driven recruiting, and more. The rapid changes in the last few years brought about these new trends in recruitment. It’s time to step up and work on promoting your company on social media, encouraging your employees to spread the word about your company, focusing on employees and again employees, and providing fantastic spaces to have salary negotiations with your future employees.
Do you agree with the points discussed in the article? If yes, which of the trends do you plan to implement in your organization? Feel free to let us know your thoughts and comments in the section below if we’ve missed any important points.