Around the world, the pandemic changed the state of employment. Many businesses are seeing the long-term effects and how they’ll play out over the next several years. To discuss the talent acquisition trends of 2022 without mentioning the COVID-19 crisis would be difficult, but we are only seeing the beginning stages of a complete workforce revolution.
As one example, The Great Resignation is spreading across the U.S. and Europe as some workers refuse to participate in low-wage, high-risk jobs. This influx of talent to the marketplace is shifting the available workforce away from some sectors and into others. But how do businesses take advantage of this new normal? What are the top hiring trends to expect in 2022?
In this article, we’ll discuss global trends that are affecting the work of recruiters and hiring managers, including:
This doesn’t necessarily mean a global candidate search, but for many industries, it can. However, there are plenty of other aspects you should explore to help expand your reach.
Know how to measure success.
Choose your recruitment channels strategically.
Plan for organic social engagement.
Know when to use paid social engagement.
Use public relations and media outreach to promote company culture.
Create written and video content for your websites.
Keep candidates engaged through email updates.
Empower current employees to be workplace advocates.
While it seems like these are not all sourcing strategies, they all play an important role in candidate recruitment and have gone far beyond simply posting a job and waiting for people to apply.
Sourcing is only a part of talent acquisition. You also need to ensure that potential employees feel drawn to and excited about working with your organization. That’s where employer branding comes into play. A strong employer brand demonstrates your reputation as a company and showcases the people who work there now and why candidates would be interested in moving forward with your process.
Start with your value proposition. What benefits do you provide to customers or end-users through your products or services? Potential candidates will evaluate your value proposition and weigh it with other companies they’re considering.
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While the core of your value proposition is about your customers, many companies will also include the benefits they provide to employees. Knowing employees are the heart of the company brand, your employer brand should be set up to attract and hire the best.
You also want to evaluate your onboarding experience to ensure that all new employees feel valued and empowered in their first days, weeks, and months on the job. And be sure to tap into the resources of your team members to understand your employer brand better and make improvements when necessary.
There was a time when agency recruiters were entry-level roles. Companies might hire ten or more people and put them through a short training seminar before placing them at a local office. This kind of hiring process led to high attrition. Other recruitment methods saw a need for more experienced recruiters, and rather than throwing new hires from the frying pan into the fire; they cultivated talent. That has never been more important than it is today.
Solid recruiters will have a passion for finding talent and placing them in matching positions. Their success rests on the success of each placement, whether they’re an agency recruiter or working in the Human Resources department.
There are two types of recruitment: proactive and reactive. Reactive recruitment happens when a position becomes available, and you begin the process of sourcing and hiring top talent. The problem here is the time frame. In the time it takes to recruit new talent for the role, the work is not being done or has been portioned out to other employees now feeling the stress of an overloaded work schedule. And if you make a bad hiring choice, then you need to start all over again.
Proactive recruitment takes potential attrition into account. While retention should be high on your list, having a pipeline of qualified employees potentially available will also help your company stay competitive.
To begin a proactive recruiting practice, consider it more about building an audience than about collecting applications. You find the types of candidates who are a good potential fit for your organisation congregate and engage them. Keep this talent pool hooked with great information on your social media or blog, so they stay interested.
When a position does become available, visit this network to connect with potential candidates and invite them to participate in the hiring process.
AI and Automation
Since the turn of the century, we’ve been in an era of Big Data. Information is collected across all industries that can help businesses better understand trends moving forward. But with Big Data comes the need for analysis, and that’s led to more automation in sectors like recruitment.
What makes it exciting today is the use of artificial intelligence to help recruiters stay more productive. When recruiters spend more time on the minutia of administrative work and less time on recruitment, there is little efficiency in the process. By improving processes through automation and allowing AI to handle the basic tasks, recruiters can spend more time with the more critical aspects of their job. This will enhance recruitment across the board, including the quality of placements and the time to hire.
Many people in the industry worry that AI will replace human recruiters, but that’s not exactly true. The correct use of this technology will enhance professional recruiters to make the entire process more efficient.
Maelle: Do you have any nice screenshots of our analytics? Preferably from the new app.
Big data across all industries has given rise to the use of analytics in every aspect of a business. Recruiting analytics has evolved into an era of talent intelligence. Analytics has always been a way for companies to have a competitive advantage. In the battle for top talent in the wake of today’s Great Resignation, that’s never been more critical. But even before the pandemic, 69% of companies with over 10,000 employees had developed a people analytics team to understand the workforce better and recruiting processes.
Companies spend a lot of time with the onboarding process and improving retention that they often forget about a critical factor in the process. The candidate experience informs potential applicants about the company way before they are in the running for a job. A Careerbuilder survey indicated that 60% of applicants abandon online applications. In some cases, they cite technical difficulties, and in others, they perceived the experience to be a roadblock to employment, not a pathway.
While the seeds for remote work had been planted long before the COVID-19 crisis, the pandemic sped up the process. Companies in early 2020 had to shift quickly to remote work arrangements. While some companies are slowly returning to an office setting, others are embracing remote or hybrid work. Before the pandemic, 5% of Europeans worked from home, but that number rose to 12.3%. Finland has the highest share of remote workers at 25.1%.
There are now calls for improvements in the process across Europe. Before the pandemic, 85% of workers had never teleworked, and many didn’t realize it was an option. There was a belief that workers wouldn’t be as productive when they worked from home, but that has proven to be demonstratively false, with 82% of senior executives saying that productivity held steady even as workers were forced into remote arrangements. More companies moving forward will begin considering remote work arrangements for jobs that can be as effective when done from home.
Conclusion: Be On the Cutting Edge of Talent Acquisition
With more competition in today’s global market, it pays for companies to consider all their advantages and the use of tools to assist in the quest to find talent. HireHive helps busy people hire great people. By having your entire recruitment process all in one place, you can post jobs, streamline your online application process, improve the candidate experience, and tap into vast networks.
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