Top 2021 Recruitment Lessons and 2022 Recruitment Trends

Top 2021 Recruitment Lessons and 2022 Recruitment Trends

For recruiters around the world, there has never been a year more thought-provoking than 2021. Last year's pandemic caused significant obstacles, but it also provided a silver lining for talent acquisition teams: a terrific learning curve.

Furthermore, current technological breakthroughs are constantly requiring organizations to operate and adopt a modern approach in order to suit remote working needs.

When the pandemic hit last year, the sector had to rethink its objectives. The opportunity to work from home while hiring for the correct expertise became the main worry for recruiters, as per the 2021 Recruiter Nation Report.

Talent acquisition teams utilize the approaches listed below to adapt to shifting trends and attract high-quality individuals.

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Lessons and Practices From 2021

More Emphasis on Employee Value Proposition

Organizations have been forced to focus on employee branding as a result of changing times and pandemics. EVP-focused companies have had better luck attracting and maintaining outstanding employees. Organizations can make use of a variety of new-age initiatives to boost EVP.

It's not just about finding new acquaintances on social networking platforms. They're a good way to find new people and start a conversation. Organizations can use social media to show off their company culture to potential recruits. Every week, more than 40 million people use LinkedIn to look for work, making LinkedIn targeting a useful tool for recruiters looking for applicants all around the world.

Prospective employees want to witness a company's system and culture in action rather than merely reading about it. The careers website should reflect your company's journey and motivate prospects to join it. To appeal to top talent, the page should include videos and testimonials from current employees.

Integrating Automation Into Human Resources (HR) Processes

According to a 2020 survey conducted in the United States, 69% of HR leaders have contemplated expanding or replacing current HR systems with automated technologies. According to the PWC poll, 74% of respondents anticipate raising their HR technology spending.

AI-enabled and other automation tools such as Application Tracking System (ATS), Human Resource Information System (HRIS) are two examples of solutions that have aided enterprises. Apart from application monitoring, we expect to see greater automation in HR functions such as payroll management and tax filing.

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These procedures appear simple on the surface, yet they consume a significant amount of time. When the technology is fully automated, it will combine employee databases, making it much easier for HR to maintain track of operations from beginning to end. The best thing is that recruiters would be able to monitor all operations from one location.

Giving Talent Pool Management a Higher Priority

The talent pool concept has been used by human resource departments for a long time, but its worth rose last year. Throughout the pandemic, several firms looked to their talent pool to attract high-quality people to fill the growing skill shortfall. HR boosted employee loyalty by promoting fresh job openings to existing employees. Among the other advantages gained:

• Costs of recruitment are reduced.
• The hiring cycle has been shortened from beginning to end.
• Getting the most out of the existing workforce

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Recruitment- 2022 and Beyond

Businesses have suffered long-term consequences as a result of the pandemic. To address the gaps in their workforce, businesses have learned that they require the correct blend of talents and technology innovations. As a result, we anticipate the following trends will continue to attract top talent:

Remote Work is Always Available

Employees and employers learned that many duties may be completed remotely as a result of the pandemic. This has become significant not only to employees but also to companies in terms of cost reduction. At least three days a week, 55 percent of employees prefer remote work, and even more, firms are aiming to transform their working paradigm by including remote work every week.

Internal Hiring is Increasing

Internal mobility has increased by 20% since the pandemic, according to LinkedIn. Recruiters have noticed that the current workforce has a lot of promise in terms of filling open positions. This will place even more focus on upskilling and reskilling efforts, as well as boost employee engagement.

Virtual Hiring isn't Going Away

Large multinational and mid-level enterprises shifted to a virtual hiring process during the pandemic. Employees and employers can participate in virtual and automated interviews in a more comfortable setting, allowing for faster timelines. Despite the transition to virtual, talent acquisition organizations and recruiters must continue to prioritize humans.

Using Social Media to Promote Your Business

Organizations use the most popular social media platforms to establish a transparent and well-known brand and reputation. Organizations are also investing in creating dynamic company profiles on Twitter, Instagram, and other social media platforms, such as LinkedIn and Glassdoor. As a result, in 2022, we expect firms to be more innovative and interactive when it comes to social branding.

Modelling the Recruitment Process as per Gen-Z Needs

As the next generation enters the workforce, recruiters must make this demographic a priority in their efforts. Recruiters should continue investing in solutions that automate and digitize their recruitment processes in order to attract top talent. They'll also have to show off their corporate culture and how they're different from the competition.

Dealing with a Talent Shortage and a Massive Resignation

During the pandemic, we've witnessed a spike in demand for talent in a variety of new and emerging technologies. As a result, there is a significant imbalance between supply and demand. Employees have also been able to re-evaluate their career trajectories and explore other options thanks to remote working.

Since the outbreak, there have been a record amount of resignations. The survey found that mid-career employees have the highest rate of resigning. Resignation rates are highest in the IT, technology, and healthcare industries.

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Recruiters, on the other hand, can deal with this by using a data-driven approach combined with a strategy for upskilling and reskilling. Managers should also receive virtual workforce management training. To strengthen their virtual connectedness, conference rooms will require greater expenditure. Once implemented, recruiters can use these improvements to attract fresh prospects.

Talent acquisition teams and recruiters have experienced numerous hurdles since the epidemic, all of which have necessitated significant adjustment to the new normal. While there were numerous changes and lessons learnt in 2021, we expect significant transitions and technical developments in 2022. As a result, it's critical to examine your procedures and determine where you can improve them in order to hire top talent.

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