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Recruitment is changing in 2022 - make sure your business isn’t left behind

The 5 biggest recruitment trends of 2022

One of the biggest challenges associated with recruitment is the constant need to change and update your approach to keep pace with ever-evolving industry trends. The labour market never stands still, and businesses that wish to maintain access to the very best talent cannot afford to do so either.

This has especially been the case since the start of the pandemic, which has resulted in significant new hiring trends and changing behaviour among candidates. As 2022 begins, many of these trends continue to accelerate, which means that companies looking to recruit over the coming year will need to adjust their processes in order to keep pace.

In this blog post, we will examine some of the biggest recruitment trends that are expected to dominate the labour market over the next year - and provide recommendations on what your organisation needs to do to avoid being left behind.

The 5 biggest recruitment trends of 2022 - and how to react

The last two years have been among the most unprecedented and disruptive in recent memory, with the pandemic and lockdowns ushering in significant changes in everyday working patterns, and shifting the relationship between staff and employers. These are now being reflected in the recruitment market in various important ways:

1.   A candidate-led market

Over the course of 2021, a surge in hiring activity has resulted in the development of a candidate-driven labour market, with the number of vacancies outstripping the number of available applicants to fill them. This means that skilled candidates hold more power than ever before, and can often pick and choose between various offers, while dictating their own terms when it comes to salary and benefits. This trend is expected to continue into 2022.

WHAT TO DO: This trend requires employers to be more creative and generous when it comes to developing their own recruitment strategies. There is a greater need than ever to provide a genuinely compelling employer value proposition (EVP), with a tempting package of perks and appealing brand values that can attract the most in-demand candidates.

This is also leading many companies to be more proactive when it comes to reaching out to passive candidates, rather than the handful who are actively looking for work. This means creating appealing counter-offers to excite talented professionals about your employer brand, and promoting your job adverts to the widest possible audience.

2.   Improving staff retention and development

A knock-on effect of the candidate-led market is that a growing number of professionals are reconsidering their current positions and moving on to new pastures, with the high number of available vacancies in mind. Known as the “Great Resignation”, this trend has escalated quickly in the last year, and is likely to continue gathering pace unless companies redouble their efforts to retain and reward their existing staff.

WHAT TO DO: Even the boldest recruitment strategy will be undermined if you are losing key members of your existing staff at the same time, so businesses should be focused on enhancing their employee engagement and wellbeing, whether this be through better salaries, greater flexibility on contracted hours and home working, or providing more opportunities for internal advancement.

By investing in staff retention and development, you will have a better chance of filling vacancies internally, while ensuring that no new talent gaps are opened up. These actions will also enhance your EVP, making it easier to bring new people on board.

3.   Data-driven recruitment

The availability of data tools to inform recruitment strategies has expanded in recent years, giving employers access to more useful insights than ever before. Real-time analytics can now be used to examine a wide range of metrics, including offer acceptance rates, the cost of new hires and feedback scores from candidates.

WHAT TO DO: Incorporating data-driven decision-making into your recruiting process can help your organisation to work smarter, providing visibility into which techniques are generating the best returns on investment, and which platforms are providing the most viable leads. Making full use of this data can ultimately create significant savings in terms of time and budget, and ensure that you are able to find the right candidates faster.

4.   Remote working and hiring

Remote working has become a commonplace aspect of everyday work during the pandemic, and this has resulted in a fundamental shift in candidate expectations of how their working hours will be organised. Not only are job seekers more likely to see home working and flexible hours as an essential prerequisite for their role, but they are also more likely to expect that the recruitment process itself will also be conducted remotely, especially as the effects of the pandemic continue to be felt.

WHAT TO DO: Accepting that remote recruitment is the new normal is essential in 2022. Not only will this better align you with the expectations of candidates, but it may also allow you to interview a wider pool of talent, without geographical restrictions or logistical constraints. Offering home working and flexibility options should also be seen as vital, as failing to do so can disadvantage your business in an increasingly competitive market.

5.   A new focus on brand values

Candidates are increasingly looking to prospective employers to embody strong brand values, and to take the lead on environmental and CSR issues that are important to them. With topics such as carbon reduction and workforce diversity gaining more mainstream attention than ever before, it has never been more important for companies to set out a strong vision for the values they stand for as an organisation.

WHAT TO DO: Highlighting CSR successes, diversity goals and environmental stewardship initiatives online and via social media can help to communicate your brand values in a way that applicants will notice and respond to, but only if these words are backed up with actions. Make sure you are doing everything you can to foster an inclusive, socially proactive and green working culture, and you will be able to significantly strengthen your EVP - while also improving your retention rates and overall employee wellbeing.

How can we help?

Staying a step ahead of ever-evolving recruitment trends can be a real challenge for businesses, especially when your company’s leadership team is having to put its focus on core activities. This is why it can be advantageous to call upon the guidance and support of a dedicated recruitment agency with specialist knowledge of the industry.

For more than 20 years, Employment Solutions has been helping organisations with all aspects of their recruitment, assisting them in developing tailored hiring processes that ensure these companies are able to stay a step ahead of the competition. Drawing upon our cutting-edge recruitment insights and industry expertise, we can help you modernise your hiring methods and get access to the top talent your business needs to grow in 2022.

To learn more about how Employment Solutions can help you, call the team on 0161 839 5353, or complete the contact form below and we will be in touch soon.

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