Recruitment trends for 2022: 3 strategies to help you build a winning workforce

Recruitment Trends 2022

Every year brings new challenges for business owners and hiring managers, and 2022 is certainly no different.

Still recovering from the emotional and financial impact of COVID-19, many organisations are looking to introduce new recruitment strategies that will enable them to attract and retain top talent quicker, easier, and for a reduced cost.

Whilst overhauling your recruitment process isn’t something that can be achieved overnight, we recommend starting with these 3 major recruitment trends.

Trend 1: Ensure a positive candidate experience

The pandemic has changed many aspects of the recruitment process, including the introduction of virtual interviews and onboarding processes. However, the one thing that seems to have made the biggest impact is how candidates evaluate potential employers.

Now, in a ‘post-COVID’ society, candidates are looking for more than ‘job satisfaction’ and a ‘good salary’. They want to work for a company that shows appreciation and respect to past, present, and future employees.

According to reports, 86% of job seekers read company reviews before applying for a job, and 50% of candidates say they wouldn’t work for a company with a bad reputation – even for a pay increase.

It seems that, to attract and retain top talent, you must factor candidate experience into your recruitment process.

Some of our top tips include:

  • Responding to all applicants – Even if that means a blanket response to those who have been unsuccessful.
  • Preparing properly for each interview and showing personality – You may be the only person that a candidate speaks to from your organisation. Showcase the winning aspects of your company culture from the get-go.
  • Maintaining communication throughout the process – If you don’t show interest in your candidates (particularly those best for the role), they’re more likely to lose interest too.

Trend 2: Use several touchpoints to engage potential employees

With thousands of job adverts being uploaded to listing sites daily, gone are the days of relying solely on these to find your next employee.

If your goal is to engage with as many potential employees as possible (and stand out from the crowd of adverts), one of the most important recruitment trends to adopt is delivering a seamless omnichannel experience that factors in online and offline touchpoints.

Some of our favourite ways to do this include:

  • A careers page on your website – This is often the first place a potential candidate will go if they’ve seen your advert elsewhere, so make sure yours is up to date.
  • Social media – Recruiting on the likes of LinkedIn and Facebook allows you to expand the reach of your latest job advert beyond those proactively looking for a new position.
  • Employee Referrals – An existing employee won’t risk their reputation by recommending someone that isn’t cut out for the role.
  • Industry blogs – Placing your job advert on a leading industry-specific blog increases the chances of it being seen by someone directly linked to your industry.

Trend 3: Introduce task-based recruitment to minimise bad hires

According to Built In, an online community for startups, the cost of losing an employee depends on their seniority level. For hourly workers, it’s around £1,100 per employee. For technical positions, this jumps to 150% of their salary. For C-suite roles, the cost sits even higher at 213%.

In other words, failing to source, onboard, and retain the most suitable candidate for the job can be an expensive mistake to make.

To avoid falling into the ‘bad hire’ trap in 2022, many businesses will be focusing on the quality of talent above all else, and one of the best ways to do this is by adding task-based recruitment to their hiring process.

In a nutshell, task-based recruitment is a screening tool that allows candidates to showcase their skills in practice, rather than simply discussing them in a question-and-answer style interview.

Common examples for this include:

  • Marketing roles – Asking candidates to map out a marketing strategy based on a brief
  • Sales roles – Asking candidates to take part in a mock sales call
  • Technical roles – Asking candidates to repair a defective product or piece of software

Understanding what needs to change within your organisation is one thing; researching, planning, and implementing an effective recruitment strategy that complements your business goals is another thing entirely.

If you’re hoping for real change in 2022 and would like a team of friendly recruitment professionals to help you achieve just that, the Integrated Recruitment team can help.

Find out more about the many ways we can support your business here.

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