Recruitment Trends 2022 – What to Look Out For
If 2020 and 2021 were about revival and survival, well 2022 will be all about the growth!
We’ve decided to look into some recruitment trends we think will be hitting the industry this year and here’s a hint: It doesn’t include the word furlough!
CANDIDATE DRIVEN MARKET
The biggest and maybe the most significant change that we’ve seen in the world of recruitment is the shift to a candidate-driven market. There are now more available jobs than there are candidates, and therefore the applicants are holding the power. With many employers in desperate need of same skillsets, candidates have more options than they have in a long time and can also have more leverage on salary and benefits. The same tried and tested tactics may no longer be enough to win the race for these candidates, so recruiters and talent acquisition leaders will have to work harder to stand out and be counted. What does this mean? Well, we can expect to see a more creative range of recruitment strategies, whether it’s sourcing tactics, more marketing or imaginative employer branding. Those who will be willing to experiment and take risks are more likely to win the race.
MORE SELECTIVE APPLICATIONS
Employers should expect to see a much smaller volume of applications in 2022. Candidates as highlighted above, can afford to be much more selective about the jobs they apply for. The days of job-hunters applying for anything and everything, whether they meet the full criteria or not, in the hope of being successful is well and truly over. Looking into companies cultures that suits their work ethic and companies that excites them are just two significant factors considered by applicants. Due to candidates becoming more selective, employers need to put their best foot forward regarding employer branding and candidate experience. Employers need to make their workplace desirable by promoting what makes them unique, pushing their values, generally prioritising what will appeal to target candidates. Simple things such as “quick apply” will streamline the candidate experience and increase the volume of applications. Candidates are more likely to apply if they can submit their CVs at the touch of a button. None of it is rocket science, its about being relatable and human. The days of the job being the centre of a candidates world is disappearing, its the whole package so everything has to be considered.
REMOTE RECRUITMENT PROCCESSES
Although many of us began to return to the office in the latter half of 2021, it’s quickly become evident that remote recruitment is here to stay. Some hiring managers are having to cast a wider net for talent to fill skills shortages and have therefore had to embrace remote work, but others are simply realising that virtual interviews and remote recruitment is a time saving and efficient way of screening. Candidates are beginning to expect remote work and remote interviews alongside this, at least at the first stage. Embracing the remote recruitment process is totally the way forward. It will help you reach a wider pool of talent who aren’t limited by geography, will help your employer brand feel up to date and relevant and streamline the hiring process for your team.
RETENTION
Employee attrition is a huge talking point right now, and as we move into 2022, employers will still be trying to hold onto their talent in any way possible. With so many companies competing for the same technical talent, it’s increasingly difficult for growing businesses to match salary offers and the reputation of large-scale enterprises. Employers realise that recruiting to replace existing team members will postpone growth plans, especially if you consider onboarding. So think, retention retention retention should be top of your mind going into 2022, from benefits on offer to company culture and rewarding loyalty. It all matters and to keep your best players you need to keep them challenged, focused and rewarded.
LONGER NOTICE PERIODS
Long notice periods for senior hires have always been an industry standard and something expected. However, for many roles we’re starting to see three months’ notice periods. In a candidate-driven market where employers are desperate to hold on to employees, we can expect this to continue into 2022. With so many people currently seeking new opportunities extending the expected notice period provides employers with a level of safety. However, it’s causing problems for many, like increasing the time to hire and the danger that candidates can accept your offer of employment, only to find something better while they’re working their notice. It’s a little bit of a balancing act but the having the safety net of 3 months means we should also see a rise in talent mapping and planning for future roles so that any long waits don’t severely impact growth and business goals.
PASSIVE CANDIDATES
The last year saw many companies competing for the same candidates and skillset. This saw a rise in companies trying to reach out to passive candidates rather than just the limited few actually searching and applying for jobs. Passive candidates can often make better hires. Something about the opportunity entices them enough to leave the safety of their current employer, mean’s that this decision isn’t being made on a whim. Whether it’s the opportunity to learn, the thought of a new challenge or the chance to work for a company that aligns with their values a passive candidate happy to proceed with an interview is usually a positive initial sign.
Passive candidates is a trend that won’t go away any time soon. Reaching passive candidates expands the potential talent pool massively and isn’t something that employers can afford to miss out on and typically this can be done through using recruitment agencies as it can be very time consuming.
