Recruitment Trends for 2022
Trends that will define the next decade in recruitment
Recruitment trends evolve over time, in the same way that marketing, tech and numerous other industries evolve, improve, and adapt the way they achieve their goals.
In recruitment, the last ten years have been defined by organisational needs and requirements. Organisations have prioritised areas like cultural fit using personality assessments and work fit tools, employee brand using Glassdoor reviews and shiny, impressive career websites and flexible working utilising the gig economy and part-timers to fulfil their needs.
AI has yet to take off and become mainstream. Still, over the next ten years, it’s expected that will change following the adoption of remote working and embracing a data-driven approach to recruitment across all channels and gain more information about candidates’ skills and knowledge by analysing social media and CVs to define patterns of behaviour.
Predictive analytics will also allow recruiters to use historic workforce data, considering factors like previous experience, character traits and skill sets to ascertain which candidates are most likely to be successful in a given job. But what other trends will change how businesses recruit over the next decade?
- A work from anywhere culture
- Recruiters becoming niche experts
- Adoption of Omnichannel communication
Work from anywhere
The COVID-19 pandemic has set up the transition to remote or hybrid working. In fact, it is acceptable and, in some instances, even preferable to hire remote employees. If the job requirements don’t necessitate being ‘in the office’ as is common with tech companies, it can help improve the recruitment process.
Tech giants like Google, Amazon and LinkedIn have played with the idea of entirely remote working but seem to have settled on a hybrid model – part remote and part office-based. However, other companies like Otrium, an online discount fashion retailer, have launched HQ in the Cloud to promote working from anywhere.
A significant advantage when it comes to recruiting for work anywhere roles is the size of the talent pool. If you are recruiting for a specific area or location, you are limited to candidates who can commute to your offices or relocate for more senior roles.
However, when you encourage remote working, the world becomes your talent pool. It’s irrelevant if the best candidate is in Dayton, Ohio, London, or Dhaka. You’re able to focus on the experience and skills you need to fill the role rather than restricting yourself by virtue of location.
Remote working also means that cultures are mixed, meaning employees have to be conscious of different cultural requirements and adapt accordingly. However, the upside to cultural diversity in your workforce is that it can drive inspirational thinking and an abundance of ideas that wouldn’t have arisen from a local workforce.
From an employee perspective, it allows workers from different countries to work as part of a global organisation, enjoying a worldwide view and facilitating a digital nomad lifestyle for those with wanderlust.
Recruiters need to become niche experts
In 2022 and going forward, one of the key elements that recruiters will need to focus on for long-term talent retention will be niche industry knowledge.
As new industries emerge and others become increasingly complex and technical, there will be a need to recruit for these sophisticated and intricate roles. Unless recruiters have a thorough understanding of what’s involved, knowing the ins and outs of the roles they are recruiting for, recruiting effectively for complex positions and niche roles will be extremely difficult.
An example of this would be the app development industry. With the increasing reliance on digital technology, how we access the internet and how we want that experience to be, has caused the app development industry to boom while becoming more complex and diverse.
A modern app agency could be involved in everything from app-building to branding, marketing, positioning, website development and many other contiguous fields. This may mean they will be searching for a specific type of talent with particular skills to fill complex roles.
Focusing on a narrow niche allows you to learn that industry, understand the skills required and personality needed to work in your niche, and become recognised as the most sought-after recruiter for that particular industry or speciality.
The majority of the current workforce are millennials, with Gen Z rising rapidly, who are digitally sophisticated and used to communicating across multiple channels. Unfortunately, this group are digitally spoilt, being used to shiny interfaces and easy friction-free integrations.
They want to communicate with the companies and their recruiters through a variety of channels that they feel comfortable using and will often quickly reject any hiccups in their digital candidate experience. These channels include chatbots, digital forms, video, SMS, Slack, WhatsApp, Clubhouse, and other social media channels.
Candidate experience is everything in a talent shortage marketplace and being able to communicate and engage effectively across all relevant touchpoints is essential.
Recruitment companies can choose to adopt an omnichannel approach to candidate communication, catering to their communication preferences or risk unnecessary friction in their candidates experience because of a misalignment of the channels used.
Recruiters have to learn to manage these channels and integrations effectively and are responsible for signalling friction points in the candidate experience, suggesting different, more straightforward ways of communicating. Creating a seamless experience for candidates is vital and using an omnichannel approach to communication can go a long way to helping achieve this.
As recruitment evolves and requires new approaches to meet the demands of both candidates and businesses, recruiters have the opportunity to adapt and provide what the market requires moving forward or ignore the writing on the wall and be left behind.