Strategic Hiring Trends in 2022
Summer can mean catching up on beach reading – or catching up on the latest trends in the hiring process. For example, the way companies acquire and attract talent is changing rapidly due to a diverse workforce, technology, and social media. These elements are revamping the way companies recruit, and as a result, the trends for 2022 have shifted to accommodate them. Here are the top trends to watch.
The focus shifts to strategic recruiting. The economy is expanding, and as it does, competition for candidates is heating up, particularly between established, larger corporations and scrappy startups. Counteroffers and quick decisions are becoming the norm in the hiring process, and companies need to adapt to snap up the talent that is right for the company.
Retention poses new challenges. The year will also bring changes with retention, as employees now have more options available to them. Companies can maximize employee retention by moving their staff into roles that better utilize their skills and interests, in the process opening up spots for new talent. However, because of the expanding economy, companies may experience early turnover with new hires, which needs to be considered during the hiring process.
Employers will brand themselves. Recruiting and the hiring process are starting to look more and more like marketing, and for good reason. Employers are branding themselves to highlight their value propositions to prospective candidates and determining their target audiences. This cannot be done without gathering data, which historically has not been a priority in talent acquisition. However, metrics will soon be essential for employers that want to attract the best candidates.
The use of technology will continue to grow. Companies are investing in websites optimized for mobile devices, both smartphones and tablets, which are easy to navigate and offer one-click functionality that makes it easier for candidates to apply for open positions. Video interviewing, online candidate assessments, and social media like LinkedIn and Facebook to review potential employees is also increasing, and companies will also offer remote and virtual positions to find highly qualified talent out of their geographic areas.
However, technology is not expected to replace in-person communication and personalization in the hiring process. Companies will continue to recruit at both in-person and virtual career fairs, especially to capture the attention of younger workers. Recruiting employees from colleges is still important, but employers must also be ready to recruit from online universities.
Rehires will also be important. When talent shortages occur, companies will look to former employees with proven track records to fill open positions.
Summer, which tends to be a little slower, is a great time for companies to revisit their hiring process and examine how they acquire top talent. A strong brand image, strong candidate experiences, and adopting technology will go a long way to hiring strong employees and increasing profits.