Top 5 Recruitment Trends for 2022

Rarely has there been a time when attracting the right talent was as challenging as it is today. Thanks to the COVID-19 pandemic’s enduring effects on society and the economy, education and upskilling systems have lost significant momentum, and the job market has shifted from being driven by prospective employees to one where employers are scrambling for talent. According to ManpowerGroup, United States talent shortages have more than tripled over the last 10 years, and 69% of organizations are struggling to fill positions.

Further exacerbating the problem are the changing priorities of the global workforce, influenced by the uncertainties of recent times. Today, employees are increasingly choosing jobs that offer fulfillment, flexibility, and better pay in the short term over those that require them to work their way to the top. Consequently, employers not willing or able to fulfill these desires immediately are facing a growing stack of resignation letters.

Looking ahead, recruitment challenges do not seem to be easing any time soon. A Korn Ferry study suggests that more than 85 million jobs could be unfilled by 2030 because of talent shortages. Fortunately, recruitment professionals are not giving up without a fight. Instead, they are continuously coming up with new ideas and strategies to find, attract, and retain talent, despite the difficult circumstances.

Read on for 5 recruitment approaches taking center stage in 2022.

1. Proactive engagement

Not long ago, hiring teams merely had to advertise a position and wait to receive a wave of applications. Now, with demand for talent greater than supply and the job market increasingly being driven by passive candidates, companies are approaching the professionals they presume would be a good fit for an open position.

Some recruiters are even reaching out to suitable individuals and establishing relationships long before a position becomes available. This can increase the likelihood of a successful hire when the time comes.

Engaging candidates proactively requires a different skillset and mindset from reactive hiring. It demands recruiters be more consultative, understand their organization’s short and long-term needs, and use data to identify individuals with the right skillsets and potential before the competition takes notice.

Below are 4 tips for implementing a proactive engagement strategy:

• Understand your prospective candidates: Social media, job boards, and professional networking sites can give you insights into the motivations of prospective candidates and help you know the best way to approach them.
• Conduct regular talent mapping exercises: Regular talent mapping enables you to better understand your organization’s skill level. That way, you will know precisely what you are looking for in a candidate before approaching them.
• Leverage AI and data analytics: Data analytics and AI tools can help you uncover candidates who may not be actively looking for a job but could be interested in your company.
• Build a talent community: Creating a talent community on popular professional networking sites or your company’s website and social media pages is an excellent way to keep potential candidates engaged.

2. Superior candidate experiences

With talent in high demand, job seekers are now in control of the market. Talented professionals know they have multiple options; they aren’t afraid to decline a job opportunity that falls short of their expectations.

A PWC survey indicates that 49% of job seekers in in-demand fields like technology have rejected an offer because of a poor hiring experience. Companies that understand this dynamic are giving candidates a positive experience that not only improves the chances of successful hires but also drives referrals, even among job seekers that do not get the job.

49% of job seekers in in-demand fields like technology have rejected an offer because of a poor hiring experience.

Some of the most notable aspects of a superior candidate experience include:

• Transparency: Keeping candidates updated at every stage of the recruitment process helps build trust and prevent frustration.
• Flexibility: Offering candidates greater control over the recruitment process, such as the ability to choose their interview times, demonstrates respect for their time and input.
• Personalization: Addressing candidates by name, customizing communications, and sharing information about the company culture shows that they are more than just a resume.
• Speed: The faster the recruitment process, the better the experience for candidates. After all, no one likes to be kept waiting.
• Use of technology: From online assessments to automatic updates, technology can make the recruitment process more efficient and streamlined, resulting in a better candidate experience.
• Quality post-interview feedback: Candidates appreciate feedback, even if it is negative. Giving job seekers the opportunity to learn what they did well and where they need to improve is crucial for maintaining a positive reputation in the job market.

Employer branding

Organizations that realize this trend are investing more time and resources into:

• Creating attractive brands
• Communicating their employee value propositions (EVPs) effectively to prospective candidates

Leading companies have dedicated pages on their career sites that show what makes them unique as employers. These pages are often complete with employee testimonials, videos, and detailed descriptions of company culture.

As the year progresses, more employers will focus on branding themselves as employers of choice. Many want to stand out from the competition and attract the best talent. Take note of the tips below to make your brand more attractive to candidates in 2022 and beyond.

• Define your EVP: Your EVP is the foundation of your brand as an employer. Define a solid EVP by considering what makes your company a great place to work and unique from other employers.
• Create engaging content: Candidates want to see more than just job postings when visiting your career site. Use captivating content such as videos, employee testimonials, and infographics. This gives candidates a taste of how it is to work for your organization.
• Utilize social media: Use popular platforms like LinkedIn, Facebook, and Twitter to share your company culture, values, and opportunities with a broader audience.
• Monitor progress: Keep track of your employer brand’s reach and impact with analytics tools. That way, you can gauge the effectiveness of your branding strategy and make necessary adjustments.
• Engage employees: Your employees are your biggest advocates. Encourage them to share your brand with their networks and participate in company-wide branding efforts.

4. Internal talent pools

Before the pandemic, organizations without qualified in-house staff to fill new positions had their pick of external candidates. However, the status quo changed in early 2020. Many companies suddenly found themselves pressed to redeploy talent at speed or risk shutting down indefinitely. While adapting took a heavy toll, those who succeeded realized how much potential they had internally and quickly developed initiatives to retain top performers.

Now that the dust has settled, more companies have reinforced internal talent pools as critical sources of pre-vetted, culturally aligned talent. As a result, the traditional linear candidate journey of external acquisition, onboarding, and development is giving way to a more fluid process. Savvy recruiters are filling gaps with internal staff and even bringing ex-employees back on board.

Providing internal development opportunities keeps employees invested in their career growth. It also incentivizes them to stick around while also reducing recruitment costs. This trend is only likely to grow as the year progresses; organizations are putting more emphasis on succession planning and talent retention.

Rejuvenate your internal talent pool

If your internal talent pool is struggling to keep up with your talent demands, rejuvenate it with the steps below.

• Conduct a skills assessment: Use data from performance reviews, 360-degree feedback, and job descriptions to accurately identify skills gaps within your organization.
• Develop a training program: Address skills gaps with targeted training programs that equip employees with the knowledge and abilities they need to succeed in their roles.
• Implement a mentorship program: Connect employees with mentors who can help them develop professionally and progress in their careers.
• Offer career planning resources: Support candidates in charting their career paths by providing access to resources such as job postings, salary information, and networking opportunities.
• Encourage employee mobility: Encourage employees to explore different roles within the company by removing barriers to internal mobility.

5. Hybrid work

jobs allowing full-time or part-time remote work receive 7 times more applications than in-person roles.

The world is firmly at a stage where work from home (WFH) is the norm. Today’s workforce is used to the flexibility of remote working. Many do not intend to go back to working in the office full time. In fact, 58% of professionals say they would look for a new role if they were denied the chance to continue working remotely and only go to the office when needed. Meanwhile, research from CareerBuilder reveals that jobs allowing full-time or part-time remote work receive 7 times more applications than in-person roles.

In response to this increasing demand for flexibility, many organizations are adopting hybrid working models. Hybrid work, which is a mix of remote and on-site work, offers the best of both worlds by:

• Allowing employees to work from home when they need or want to
• Providing access to company resources, mentorship, and collaboration when working on-site

When vetting hybrid work models, the best candidates want recruiters to communicate their hybrid work commitments up-front. Many will also demonstrate a clear understanding of their work preferences, and explain how the company will enable them to thrive.

The following steps can help you ensure your hybrid work model appeals to top talent:

• Get specific about your hybrid work model: Explain how often employees will be expected to work on-site, what type of work will be done remotely, and what resources will be available.
• Communicate your remote work policy: Clearly outline your company’s remote work policies and procedures, including any expectations you have for employees working remotely.
• Provide training and support: Inform candidates of your commitment to offering them the training and support to succeed in a hybrid work environment.

Take control of your recruitment process today

Recent shakeups in the job market have forced organizations to:

• Reassess their recruitment strategies
• Invest in areas they may have previously neglected

As the competition for top talent intensifies, those that adapt quickly and attract the best candidates will come out on top. Less agile companies will face an uphill climb.

If you are an employer or hiring professional, embracing and adapting to the trends above will give you the best chance of winning the talent wars.

By engaging candidates proactively, providing superior hiring experiences, creating a positive employer brand, investing in internal talent pools, and developing an effective hybrid work model, you can take control of your recruitment process and stay ahead of the competition.