The Covid-19 pandemic has severely damaged businesses. In order to fill recruitment gaps, organizations have realized that they require the right skills and technological advances. To keep top talent, we believe these trends will continue:
- Remote work is here to stay
As a result of the pandemic, employers and employees learned how to perform many tasks remotely. Besides being important to employees, this has also proved beneficial to employers in reducing costs. The majority of employees prefer remote work three to five days a week, and more organizations are considering incorporating remote work on a weekly basis.
- Internal recruitment will get more attention
Since the outbreak of the pandemic, LinkedIn reports a 20% increase in internal mobility. There is a tremendous amount of potential in the existing workforce to fill the current vacancies. By increasing the emphasis on upskilling and reskilling activities, employee engagement will be strengthened.
- Online recruitment will become standard
In the wake of the pandemic, corporations and SME organizations used online recruitment methods. It is possible to conduct online and automated interviews within an accelerated timeline and in a more comfortable setting for both employers and employees. However, talent acquisition teams and recruiters must still put people first, even if they move to the virtual world.
- Social media will be a powerful tool for company branding
Social media helps businesses build a transparent and well-known brand and reputation. Additionally, companies are investing in creating interactive profiles on popular platforms such as LinkedIn and Glassdoor, as well as Twitter and Instagram. Consequently, we anticipate more creative and interactive social branding in 2022.
- Prioritizing gen Z’s requirements will be a must
Recruitment professionals need to prioritize their strategies for the next generation as it enters the workforce. In order to attract the best candidates, recruiters must invest in tools that automate and digitize their recruiting processes. Furthermore, they must demonstrate the uniqueness of their company culture.
- Dealing with the limited supply of workforce
As a result of the pandemic, new and emerging technologies have seen increased demand for talent. Thus, a huge gap exists between supply and demand. Furthermore, remote working allows employees to reevaluate their career paths and seek alternative opportunities.
In the aftermath of the pandemic, there have been an unprecedented number of resignations. Mid-career employees are most likely to resign, according to some studies. The technology, healthcare, and information industries are the most prone to resignations.
This can be addressed with a data-driven approach and a reskilling and upskilling plan. Managing a virtual workforce should also be part of managers’ training. It will be necessary to invest in improving conference rooms’ virtual connectivity. When implemented, these improvements can help recruiters attract new candidates.
Final words
Recruiting teams and talent acquisition teams have faced many challenges as a result of the pandemic, requiring significant adaptation to the new norm. After a year full of changes and lessons learned, we anticipate exciting transformations and technological advances in 2022. Hence, it is essential to look at your processes and determine how they can be optimized to attract the best talent on the market.
