Recruitment Trends in 2022

Since the pandemic outbreak, there has been a paradigm shift in the way we work, and as a result, the way we recruit has changed dramatically. With the rise of remote working and skills shortages, it became clear in the first half of this year that the recruitment landscape would never be the same again, and many of us had to adjust to the ever-changing trends in recruiting. 

The introduction of new and innovative technologies has had a tremendous impact on the future of work. As the year 2021 draws to a close, it's time to assess and forecast talent acquisition trends in the coming year.

Let's look at the top recruiting trends 2022 we have compiled that will have a huge effect in the workplace worldwide.

Hybrid Workforce Models Have Arrived and Are Here To stay

COVID-19 has prompted businesses to adopt a hybrid work paradigm in which employees can pick a healthy balance of on-site and remote work based on their preferences. A hybrid workplace culture appears to be the future of work, with many firms hopping on board, and this trend is expected to continue in the coming year.

When their employment requires them to be present at the office, the majority of bosses will allow their employees to switch between corporate offices and remote working.

The goal is to empower employees and keep them engaged even during difficult times. Instead of pondering where the employees work, it is preferable to concentrate on improving performance. This tendency has been observed not just in one country but throughout the world, and it is expected to continue in the future year.

Shift To Virtual Recruiting

Geographical limitations are no longer a problem for a company. Many firms are shifting to a virtual workforce by hiring remote personnel. Employers and employees can gain from virtual recruiting: employers gain access to a bigger talent pool, while employees profit from job flexibility. Virtual hiring and other digital recruitment trends are expected to continue well into 2022.

Using Social Media for Recruiting

We believe it’s safe to say that social recruiting is here to stay. The use of social media to locate, identify, and recruit candidates is known as social recruitment. Many firms and recruiters use social media to publish job adverts, demonstrating the platform's growing appeal as a recruitment tool. Prospective employees use social media extensively and even credit it as one of the reasons they joined their current company. If you don't use social media in your hiring process, you allow your competitors to out-recruit you.

Internal Hiring Will Be Given Top Priority

Employers have begun to welcome internal mobility in recent years as the talent market has tightened. Furthermore, it did not dampen the desire for internal movement even after the pandemic's aftermath.

Employee loyalty is improved by internal recruitment. In addition, it boosts new-hire productivity and streamlines the recruiting process.

People today require more than a job; they require a career. Today's businesses must demonstrate to their employees that they can advance their careers and achieve long-term success within the company—this aids in the retention of talent and the development of future leaders.

Proactive Recruiting Is on the Rise

Proactive recruitment involves discovering, engaging, and attracting potential applicants prior to a hiring need. Because of the rising expenses and time associated with hiring, it is more effective for recruiters to engage with their prospective candidates ahead of time. Proactive recruiters cultivate relationships with a pre-defined group of people. Potential candidates are already interested in every open position when it becomes available. As firms engage in talent wars to compete among a shrinking talent pool, proactive recruitment will be a major recruitment and selection trend.

Developing an Inclusive and Diverse Workforce

We believe that recruiters will continue to focus on diversity, equality, and inclusion (DE&I), especially as more applicants base their job decisions on a firm's visible DE&I commitment. Businesses that wish to expand must make hiring individuals from varied educational and socioeconomic backgrounds a requirement — the more diverse the staff, the better. The goal is to develop a diversified talent pool with a range of skills, capabilities, knowledge, and experience. A varied workforce brings broad views and viewpoints to the table, transcending age, color, religion, nationality, sexual orientations, and gender identity.

Almost every job applicant stated that they would like to work for a company committed to diversity and inclusion practices. The importance of investing in the right technologies to enable firms to build more diverse teams will continue to be emphasized by geographic flexibility.

AI Will Be Used More Frequently

Artificial intelligence (AI) in recruiting has been increasing for several years, and the trend is expected to continue in 2022. Job applicant matching, candidate screening, and job description recommendations were among the top AI applications for recruiters this year. Smart applicant tracking systems, for example, are increasingly being used to offload monotonous chores like generating automated notifications to prospects and scheduling interviews, thanks to AI-powered technologies.

Candidate-Centric Market

We have seen that the shift to an applicant market is the main and major transformation in the field of recruitment. Applicants now have more options than they have in a long time, as well as more negotiating power over income and benefits. Recruiters and talent acquisition specialists will have to work more to stand out and attract top talent. The same tried-and-true strategies might not be enough to win the hunt for in-demand talent any longer. So, whether it's sourcing methods, data-driven recruitment marketing, or unique employer brand communications, we should expect to see a more creative spectrum of recruitment methods in 2022.

An Increase in Data-Driven Hiring

Digital initiatives, like consumer marketing, can provide insight into your potential applicants and talent pool. These insights may be used to create clever recruitment tactics that give you a competitive advantage. These measurement tools are ready to use, as they have been for the past decade by consumer marketing teams. In 2022, the recruitment marketing mindset must shift to prioritizing data analysis, experimentation, and success evaluation. If we can accomplish this, talent management will become a far more fascinating feature of talent strategies.

Employer Branding is a Crucial Investment for Every Company

Employer branding, which was already significant before the epidemic, has become a vital recruitment and retention technique this year, as demand outstrips supply.

The more a prospect understands your firm's mission, culture, people, and mission, the more likely they will apply for a job and stay with your company. A strong employer brand can help you reduce turnover and lower your cost per recruit.

We recommend that you undertake the following to build a good employer brand:

• Create a value offer for employees (EVP)
• Share your stories through your website and social media.
• Enhance brand advocacy: Your most potent marketing source is your current employees, and they play a critical role in attracting talent.

You'll have an easier time attracting great personnel if you can consistently get your employer branding correct. As word of mouth spreads through the talent pool, you'll have a wider reach at cheaper marketing expenditures.

Enhancing Employee Skills to Gain a Competitive Advantage

Providing employees with the opportunity to learn new skills has become a major trend in recent years, and it is now more important than ever. Due to the pandemic, there is limited access to international talent and a severe scarcity of multi-talented professionals. The demand for employee skill development has increased as a result of this. Companies have understood that they must study and appraise their employees' future skill requirements to satisfy the ever-increasing demand. 

As a result, today's companies are focused on reskilling and upskilling their staff instead of outsourcing talent. This trend has received a warm reception and is expected to continue in the coming year. Companies are quickly catching on to this trend in order to accomplish their growth goals, stimulate successful innovation, cut employment expenses, and satisfy rising customer demand.

Making Data-Driven Decisions With People Analytics

With ever-evolving technologies, businesses can evaluate their worker data to help boost productivity to new heights. Today's modern firm may successfully use analytics to make informed decisions in areas like controlling employee retention risks, enhancing employee engagement, and effectively managing HR costs, among other things.

Stay Ahead of the Hiring Curve With Lanteria

Regardless of the industry you work in, change is inevitable. Because of the pandemic, this is even more true now. Understanding current trends will help you face difficulties straight on, acquire the best employees, and stay one step ahead in 2022. Knowing efficient recruitment tactics will give you a significant advantage over the competition as you hunt for candidates.

You can contact Lanteria to stay ahead of the hiring curve. Our powerful platform has plenty of recruitment tools, including candidate tracking, candidate self-service configuration and implementation, recruitment reporting, job opening management, and more. Reach out today for a demo.