From prioritizing cultural fit to offering hybrid and remote work, there are several hiring trends that companies are following in the first half of 2022. To help get a first-hand perspective and insight, we’re taking a moment to look at several aspects of the recruiting atmosphere for this year.
Talent Acquisition Teams Are Thinking More Like Sales & Marketing
The competition for talent is steep. Some recruiting teams have shifted to be more like sales and marketing teams. They’re not just sourcing and interviewing but are moving toward branding and strategy. Creating memorable touchpoints throughout the entire candidate experience has caused them to automate more repetitive tasks to keep up with these new demands. These “brand advocates” are researching new tools and developing fresh, creative ways to promote their company’s values, mission, and culture.
Prioritizing Cultural Fit and Alignment
Traditional expectations have been upended as hiring decisions navigate from experience and qualifications toward prioritizing cultural fit and alignment in the wake of increased turnover.
Qualifications are important, but people don’t want to work for just any company anymore. They want to work for companies whose work cultures align with their mindset and values.
Outsourcing Has Continued to Grow
From hiring to onboarding and scheduling, outsourcing makes life easier. Companies with nimble workforces have an advantage over those stuck in old ways of handling staffing issues. In terms of operations, administration, and cost savings, 2022 is seeing a recognition of the benefits of outsourcing.
Many former employees caught up in the “Great Reshuffle” are finding out the grass isn’t always greener on the other side of the fence, and now is the time to tap into this often forgotten resource. These boomerangs can be looked at as previously vetted talent. Research shows that 72% of employees would consider rejoining a former employer given the right opportunity, and half said they have regretted leaving. Boomerangs already know what they are signing up for in terms of culture and can often outperform external hires while being less likely to leave again.
Use of AI is Increasing
The capabilities of AI (artificial intelligence) in hiring are catching on. Hiring problems such as labor shortages, resignations, and burned-out recruiters have led to more and more HR leaders turning to AI assistants for…assistance. According to ideal.com, 52 % of Tales Acquisition Leaders say the hardest part of recruitment is screening candidates from a large applicant pool. AI assistants can screen candidates, field questions, and schedule (and reschedule) interviews, allowing recruiters and hiring managers to shed repetitive administrative work and focus on the highest priority, people.
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Video resumes could soon become popular among corporate positions since it is a great way to see who you are interviewing and potentially hiring. Gen Z has also started the video resume trend as a way to apply to creative fields and positions, especially for video editing and graphic design roles.
Increasing Responses to Values-Based Job Postings
Some organizations are getting more responses when posting jobs that speak to the company’s values and appeal to the values of their ideal hire. Appeal to the deep desire to build a future. Show how a position helps them do that. Clearly state the vision and values of the company. Figure out what kind of person would be the best fit and mention that in the posting.
Focusing On Innovation and Technology
As part of the hiring process, professionals who already come with a depth and breadth of knowledge and experience with newer innovative tools and devices can prove to be more valuable. To minimize time, human errors and reduce cost, more professionals are learning to use innovation and technology to their advantage. Technology is important for the future of any business, whether used for documentation, procedures, and more.
In the past, a “generalist” mindset for recruiters was the norm, and they would source candidates for various office jobs. Now they specialize in specific job functions and industry-related openings. This has resulted from the average number of applications per role increasing and many businesses and external agencies embracing the need for further specialization. Instead of hiring analysts, accountants, and admin staff, they may only handle business intelligence specialists in e-commerce or database developers in verticals like fintech.
Reach Out to Passive Candidates
Many companies compete for candidates with in-demand skill-sets. Instead of limiting themselves to the few candidates actively searching for jobs, some companies are reaching out to passive candidates who are not currently looking to change employers. Sourcing passive candidates expand the potential talent pool. Digital attraction strategies designed to attract and engage passive candidates can be coupled with the formation of dedicated sourcing teams tasked with searching, identifying, and contacting potential candidates.
Team Engagement and Collaboration
Hybrid work environments are becoming increasingly common, and more employees are working from home than ever before. “Business as usual” has had to make way for the terms like “the new normal,” and companies realize they must adapt quickly to changed circumstances. This is why, in 2022, there is a renewed focus on the ability of team members to collaborate wherever they are. Team engagement and collaboration lead to higher productivity levels across a company.
Written By: Dave Baker, Business Development Manager
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