Recruiting Trends for 2022
In this candidate driven market, to find top-tier job seekers with sought-after skills has become more elusive, costly, and time-consuming than ever. So companies and recruiter must find new ways to appeal to talent.
In 2022, new and innovative recruiting trends will greatly impact this recruitment process. These trends will inspire new methods to attract, shortlist, and hire suitable candidates for jobs within various businesses and industries.
This post will highlight some of the noteworthy recruiting trends that will help you to streamline and optimize your overall hiring process by improving productivity and removing the bad hires.
Remote Work is Here to Stay
Although this might sound like old news, work from home is one of the recruiting trends that shows no sign of fading. A whopping 98% of workers want to have the option of remote work, at least some of the week.
However, no matter how widespread teleworking was all over the globe in 2021, statistics still show that employers have mixed feelings. One challenge is many
HR managers think that working from home is causing employees to feel that they should be online and available as much as possible.
The most probable reason for this is that 86 percent of workers feel that they need to prove to their bosses that they are hard-working and worthy of keeping that job.
I can personally attest to this over-connectedness and availability while working at my former company.
This actually triggers another recruitment trend which is the process of ensuring that employees are not overwhelmed and overworked. Employers will have to introduce programs and systems that will encourage employees’ work-life balance while being productive.
Diversity, Equity, and Inclusion
The next recruiting trend is not so new either, but it will continue to be a growing trend in 2022. In fact, many companies will likely go beyond statistics and core DE&I policies, and seek to tackle systemic inequalities and enhance discriminatory systems.
According to the World Bank, workplace gender equality is one of the values that can help the global economy with up to $145 trillion. Additionally, gender and ethnic workplace diversity can increase profitability by up to 33%.
Inclusion and diversity strategies offer businesses many benefits including improved employee happiness, productivity, retention, loyalty, and employer branding.
Employer branding is one of the most significant recruitment trends in 2022 that every firm should pay attention to. Since every job applicant examines a company’s reputation and brand before applying for a position (or they should!).
As a result, employers are beginning to recognize the significance of preserving or developing their brand image. Future applicants will want to be associated with an organization that is respected in their industry.
To recruit and hire the best talent and stand out from the competition, employers need to create a candidate experience that is compelling, positive, and distinct.
Another new trend in recruitment is to do recruitment marketing. This entails incorporating conventional marketing strategies into your hiring procedure.
Recruiters can locate, attract, and cultivate bright applicants with the support of dynamic marketing methods.
In essence, you will promote the company or job opportunity to the candidate, encouraging them to apply for job openings at your company.
The Double-Edge Sword of Technology
Ah, technology! Automation, robotic process automation (RPA), more advanced applicant tracking software, the convergence of artificial intelligence and augmented reality — it is quickly approaching.
As technology becomes more powerful, HR departments will experience an engulfing AI wave, where companies will use some of this technology in their employee onboarding and training.
These advanced technologies can introduce a multitude of opportunities that can boost engagement and greatly assist in hiring candidates that best fit your organization.
On the other hand, companies still have to find a delicate balance between benefiting from these technologies, while striving to be more human-centric.
Recruiting Gen Z
As the youth will soon become the principal generation in the workforce, recruiters and hiring managers will have to adjust their recruitment strategies and campaigns to attract the younger generation.
While generation-Z is currently filling internships and entry-level positions, it’s important to look to the future and invest in this new generation. Generation-Z are slowly making their way into the workforce, with over 60 million young and talented job-seekers expected to enter the U.S. job market in the coming years.
As remote work and other potential office changes continue, employees will demand more flexible working hours. We can expect that one of the next recruiting trends will be allowing hires to choose and adjust their schedules.
Because of the competitive labor market, more employers are offering creative benefits such as flexible work schedules. This has helped to differentiate brands and create a more attractive workplace for potential candidates.
This is an appealing benefit for independent workers who like the fact that they can work anywhere they want, and whenever they want. Technology has been a huge enabler of this growing trend, helping to connect teams from all over the world.
Another thing that the pandemic did was change our traditional approach to doing things. It is why we can expect that on-demand payments can become the new normal. Employees will require more flexibility when receiving their salaries, which might result in weekly payments.
Building a talent pool database is a smart way to give recruiters and HR Managers easy access to qualified and talented candidates.
Talent pools or networks don’t only consist of candidates that have recently applied for jobs. They also include candidates that have been specifically sourced, those that have been referred, or who have shown interest in your company.
An increasingly popular method for staying in touch with potential candidates and attracting top talent to fill vacant positions quickly is to maintain a talent network on your company’s career site.
By enabling high-potential, interested candidates to join your talent network without the pressure to apply, you keep them from slipping through the cracks and engaged for future openings.
Including your entire team in the recruiting process could help you build a substantial pool of qualified candidates that are more productive and loyal to the business.
This new trend has caught the attention of many businesses, resulting in an increase in referrals and employee referral programs.
In 2022, there will be a shift from job description-based recruiting, to project-based recruiting – ultimately changing the way businesses operate and manage their projects.
An advantage of this new trend is being able to gather talented individuals who are the best in their field for each project.
Internal Recruiting and Hiring
Tapping into internal talent pools can help fill talent gaps by focusing on upskilling and reskilling current employees to meet changing and future business needs.
Often great candidates can be right under our nose when recruitment efforts are so focused outside of the company. Intelligent companies are focusing on their future by using internal recruiting for talent mobility.
Hiring Based on Transferable Skills
In certain industries, it’s becoming increasingly difficult to find skilled individuals. In response, recruiters are starting to look beyond the limitations of their industry in order to find talented candidates.
This has resulted in a shift from experience-based hiring to hiring based on transferable skills. Instead of looking for relevant previous work experience, recruiters will increasingly focus on transferable skills to help expand their talent pool.
Providing ongoing opportunities for career development is one of the best benefits your organization can offer employees.
It shows your commitment to their career well-being. Today’s employees seek opportunities to develop skills that have marketable value both within the future of your business and outside of your employment.
Help employees know what future skills are needed for success and provide opportunities to develop their skills sets and career paths.
Offering Valued Employee Benefits
If you are invested in your employees’ growth and development while gaining a competitive edge in talent acquisition, it will require offering valued and meaningful benefits.
Health and retirement benefits, as well as financial and mental health counseling services are a great way to support the physical, emotional and financial well-being of your employees.
Rewards and recognition programs, in addition to offering robust learning and career development opportunities as mentioned above, can also help employees feel more engaged with your company.
Consider conducting regular surveys to gauge which benefits are valued most by your employees, to give your company a competitive edge.
According to the 2022 Pulse of HR, organizations have increased the benefits they are offering by an average of 22%, compared to what they were prior to the COVID-19 pandemic.
The competitive talent and recruitment market can be complex. Understanding modern recruitment trends and their impact on your business will help you attract talent to your organization.
Using specialized recruiting agencies like…ahem…King & Windsor can go a long way to help you with your talent recruitment needs!