Recruitment Trends 2022

Best of both worlds - Hybrid working   

This is the ongoing change and flow of having flexible working practices and remote options rather than being forced to align with the tradition of being present in the office. Pre pandemic, we were conditioned to hiring experience and asking; “how can they create efficiency?” for the business. This has shifted firmly in the direction of encompassing another trend, understanding the importance of well being, mental health, moving the focus towards the soft skills of the role. An example we have seen is the demand for the resilience and ability to adapt and have an agile mindset. This has become the top of the soft skills for which organisations are hiring in 2022. This is a key trend that is evolving and to remain for both employers and employees, which is eye catching in job advertisements, to attract a broader range of talent. 

 It’s a job seekers’ market - leading the way into 2022 

The most significant shift we have seen is the gravitation towards a talent driven market. For both internal and outsourced recruitment, the scales have tipped to where there is a large supply of vacant positions, but few job seekers applying. There is a domino effect continuing into 2022, where applicants are positioned well to negotiate on salary, benefits, and flexibility. For we as recruiters and talent specialists, it means we need to work harder to stand out from the “same, same” crowd to attract top talent. IN 2022, be prepared to get creative, move away from the traditional tactics that no longer serve their purpose and focus on brand awareness and communication, marketing strategies and hiring practices. Take risks to win the race and adapt to change.   

Passive vs Active Job Seekers 

With ongoing border restrictions in the current pandemic, businesses find it very hard to attract the best talent. Organisations need to stand out and step up for their employees. This includes creating clear career pathways, providing learning tools, training and development, focusing on retention and internal mobility. As a result, employees should feel they can develop their skill sets and create opportunities to move up their own career ladder. Whilst active jobseekers are still the reliable pool of talent on the job market, passive job seeker sourcing has become the way forward. Reach out to these passive job seekers, rather than relying on the limited number of active job seekers and focus on your business’ deliverables. Enticing this talent to leave the safety of their current job bubble – opportunities work both ways. You won’t know until you ask. Be bold in your approach in 2022 to stand out!