Trends in Talent Acquisition 2022

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The pandemic affected how people work around the globe. Numerous businesses are aware of the long-term consequences and will develop over the next few years. It’s difficult to discuss recruiting trends for 2022 without mentioning the COVID-19 problem, but we’re just now starting to witness the first signals of a significant workforce shift.

For example, The Great Resignation is sweeping throughout the United States and Europe, as some employees refuse to work in low-wage, high-risk occupations. The flood of fresh talent into the market redistributes available talent away from certain sectors and others. How can companies capitalize on this emerging trend? What are the most popular recruiting trends that we might anticipate in 2022?

We’ll examine worldwide trends that affect both recruiting and hiring managers, including the following:

  • Recruitment through Multiple Channels
  • Employer Reputation
  • Expertise in Recruiting
  • Proactive recruitment
  • Artificial Intelligence and Automation
  • Analytics in Recruiting
  • Priority is given to diversity, equity, and inclusion.
  • Retraining and Upskilling
  • Workforce on-Demand and Contingent
  • Candidate Education and Experience
  • Work Arrangements That Are Remote or Hybrid

Recruitment through Multiple Channels

When you fish consistently in the same place, the same fish is caught. Multi-channel recruiting is a concept that emphasizes the need to expand your reach to attract more candidates for available positions. Given the global impact of The Great Resignation, finding sources of talent boosts your chances of attracting top people.

Certain sectors may not need a global applicant search. However, it may be beneficial to investigate several additional possibilities to broaden your search. Consider how you will assess success. Select your recruiting channels carefully. Create a strategy for organic social interaction. Recognize when to engage in paid social contact.

Take part in activities. Utilize public relations and media relations to aid in the promotion of your company’s culture. For your website, create video and textual material. Maintain contact with prospects through email to keep them updated. Allow presently employed workers to act as advocates for their workplace.

Although they may not seem to be the sole-sourcing tactics, they all play a significant role in recruiting. They have progressed beyond just advertising a position and waiting for candidates to apply.

Employer Reputation

It is merely one aspect of the talent acquisition process. Additionally, you must ensure that potential workers are drawn to and excited about working for your firm. That is why employer branding is critical. Employer branding is an effective method of demonstrating your business’s image and highlighting the workers who work for you and the reasons why prospective candidates want to continue working for you.

Begin with your concept of worth. What benefits do you provide to consumers or users via the provision of your services or products? Prospective clients will evaluate your company’s value and compare its advantages to those of other businesses they are considering.

While the major focus of the value you provide is on your customers, many firms will also emphasize the perks they provide to their staff. Branding should attract the best employees since they are the most important element of developing a brand.

Additionally, you should evaluate your onboarding process to ensure that new workers feel welcomed and invigorated throughout their first days or weeks on the job. Utilize your workers’ talents to get a deeper understanding of your employer’s brand and to execute necessary changes.

Expertise in Recruiting

There was a time when agency recruiters were considered entry-level positions. Businesses might hire ten or more workers and then perform a quick training session before assigning them to local offices. This approach to hiring resulted in a high rate of attrition. Other recruiting techniques necessitated the use of experienced recruiters rather than just tossing new personnel into the burner. They cultivated potential. It has never been more necessary than it is right now.

The best recruiters for hiring can aid you in locating the best employees. The most critical skills are as follows:

  • Capacity for active listening
  • A sense of immediacy
  • Excellent communication abilities
  • Patience
  • Knowledge of computer systems

A good recruiter is passionate about identifying talent and placing it in the appropriate places. Their success is contingent upon the quality of each position, regardless of whether they work for an agency or in human resources. Department of human resources.

Proactive recruitment

Recruitment may be classified into two types: reactive and proactive. Reactive recruitment begins when a position becomes vacant, and you begin identifying and recruiting exceptional individuals.

The problem is one of the time constraints. While fresh talent is being hired for the role, the task is not being finished or shared among other workers who are already overworked. If you make an incorrect hiring choice, you will have to start again.

Active recruiting takes attrition into account. While retention should be a primary goal, having a pool of talented candidates on hand may help your firm remain competitive.

To begin a proactive employment strategy, focus on audience development rather than applicant solicitation. If you can identify the kind of individuals who would be a good fit for your company, gather them and engage them. Maintain interest in this talent pool by offering pertinent material on your social media accounts or blog.

If you discover an available position, you can use our website to interact with potential candidates and invite them to participate in the recruiting process.

Artificial Intelligence and Automation

Since the turn of the century, we have lived in a Big Data era. Data is collected across all sectors to help organizations better grasp emerging trends. However, the emergence of Big Data necessitates analysis, resulting in increased automation in sectors like recruiting.

What makes the present so fascinating is artificial intelligence’s capacity to aid recruiters in becoming more efficient. When recruiters are required to spend more time on administrative activities, and less time on recruiting and vetting, the whole process suffers from inefficiency. By automating and enabling AI to handle the most basic activities, recruiters can spend more time on the critical areas of their business. Recruitment will be improved across the board, including placement quality and speed to hire.

Currently, the sector uses AI technologies like chatbots to assist with the first discussion with potential applicants. It might improve applicant tracking software and the online application process.

Many in the business are anxious that AI will eventually replace human recruiters, but this is not the case. By using this technology, recruiters’ professionalism may be enhanced while also increasing the efficiency of the whole process.

Analytics in Recruiting

In many sectors, big data has resulted in analytics in all facets of a business. Analytics for recruitment has evolved into an era of talent intelligence. Analytics has long been a means for firms to obtain a competitive edge. It has never been more critical than it is now in the battle for top talent after the Great Resignation. Before the epidemic, 69% of organizations with more than 10,000 workers established a people analytics department to understand their personnel and recruiting process better.

There are, however, a few issues for European enterprises. The EU established restrictions restricting the use of AI in hiring in April. Using artificial intelligence to analyze and locate critical data has become a global industry. However, ethical talent intelligence may be the most effective source for recruiters and hiring organizations looking for top talent for available positions.

Priority is given to diversity, inclusion, and equity.

51% of respondents said it was important to work for a company that values equality, diversity, and inclusion. In Europe, issues over DEI extend beyond race, gender, and ethnic origin. There are several religious and political perspectives, differences in social status, education, and disability, as well as differences in gender identity, gender, and sexual orientation.

However, DEI is more than simply how things seem. Businesses that practice sound equality, diversity, and inclusion are 35% more likely to earn above-average profits than their rivals. However, there are concerns about salary disparities between genders, equality, the inclusion of LGBTQ+ persons, and executive team diversity.

Businesses creating DEI programs should consider the following:

  • Determine the current status of your staff.
  • Determine areas of concern and develop objectives
  • Develop training initiatives to increase awareness of diversity and inclusion
  • Ascertain that your ideas are communicated to your workers.
  • Analyze the outcomes

Retraining and Upskilling

The epidemic has exacerbated what was already a significant skills shortage. There is, however, a remedy. Businesses that focus on reskilling and upskilling their staff have an advantage in the market due to technological breakthroughs such as automation and artificial intelligence. Businesses may improve their performance with the assistance of continuous learning without having to hunt for and hire external talent for these jobs.

Additionally, staff upskilling enhances employee engagement and happiness. The statistics are startling. Businesses with an extensive training program earn an average of 21 percent more per employee than those without. Additionally, they earn 24% more than companies that spend less on staff development.

Workforce on-Demand and Contingent

Before the pandemic, several businesses were considering expanding their on-demand and contingency labor use. Temporary employment’s continuous progress and the advent of new technologies have resulted in a more efficient workforce on-demand requirements. Before the outbreak, the European Parliamentary Research Service determined that temporary employment had grown and impacted 14.8% of working-age Europeans.

However, the stigma attached to some forms of temporary labor has faded, and for many, the possibility of contingent work is a benefit. It exhibits the ability to be adaptable and accept just those appropriate tasks for the individual. It is financially advantageous for firms to hire some contingent labor.

While several businesses, like healthcare and hospitality, rely on temporary labor, others are being impacted by the increase of temporary workers. Employers and workers alike are willing to accept temporary work in the face of talent shortages, especially when combined with The Great Resignation.

Candidate Education and Experience

Many businesses are focused on streamlining their onboarding procedures and increasing retention, which they often neglect as a critical component of the process. Candidate experience may educate prospective employees about the company’s culture before applying for positions. According to Careerbuilder research, 60% of job searchers abandon online applications. In some instances, they cited technological issues and considered the application procedure as an impediment to employment in others.

The candidate’s experience does not stop there. Candidates have expectations about how the process will unfold. If such expectations are not satisfied, they will decline to take the employment and share their experiences with others. Ninety-four percent of applicants desire feedback after an interview, but just 41% have gotten it before. Businesses that can enhance the applicant experience will build a pipeline of top talent.

Work Arrangements That Are Remote or Hybrid

Despite the COVID-19 disaster, remote work had already begun. Businesses that launched in early 2020 must immediately transition to remote employment. While some firms are gradually reverting to a conventional office setting, others have embraced hybrid or remote employment. Before the pandemic in the early 1990s, 5% of Europeans worked from home; that number increased to 12.3 percent after the epidemic. Finland has the largest proportion of remote employees at 25.1%.

There could be a better procedure throughout Europe. Before the epidemic, most individuals were not teleworkers, and many were unaware of the possibility. Before now, working from home was believed to reduce productivity. However, 82 percent of executives in charge said their productivity remained constant, although remote working was required. As businesses expand, they will investigate remote work alternatives that are just as successful as working from home.

Conclusion: Be a Leader in Talent Acquisition

With growing competition in the global economy, firms must consider all of their advantages and use techniques that assist in the hunt for the finest personnel. By centralizing the recruiting process, you can make it simple to advertise job opportunities, streamline the online application process, improve the user experience, and connect to a huge network of connections.