The recruitment industry has suffered a lot over the last two years. Rapid technological advancements, COVID-19 and significant shifts within the job market have created new trends in recruitment and are continuing to create them. Recruiters need to be experts in the latest HR tech trends, such as virtual recruiting and predictive analytics, to stay relevant and hire skilled employees.
This article will discuss the critical catalysts for those changes and guide you through the top 2022 recruiting trends.
Important catalysts for recruitment changes
The emergence of new trends in recruitment is not something that happens in a vacuum. Let’s look closer at some of the most recent trends in recruitment.
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World post-pandemic
COVID-19 has had a profound impact on our lives, including in recruitment. Many people lost their jobs, but some businesses were able to profit from the pandemic. Everyone was affected. For months, employers and employees struggled to find practical solutions to the global quarantine challenges.
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Hot job market
The world is slowly returning to normalcy, but the job market is in crisis. Although businesses actively seek new employees, people aren’t yet ready to return to work. People can stay home and not lose their income by using unemployment insurance as their primary source of income. According to the Jobcase survey, 34% of respondents said they don’t intend to return to work soon. They are primarily concerned about COVID-19 and are unwilling to accept low salaries.
Employers must now work harder to attract and find the best candidates for vacant positions. Employers need to adjust their wages, improve employer branding, invest heavily in advertising and find more ways to stand out from a saturated job market.
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HR tech developments
The advancements in HR technology are remarkable. Many aspects of the recruitment process, such as job applications and recruiting software tools, have been digitized and automated over the past few years. Hiring managers can now focus on recruitment’s interpersonal and human aspects instead of getting bogged down in routine work. The HR tech allows you to optimize your workflows and focus more on finding the best professionals in your field.
Ten recruitment trends for 2022
Let’s get to the point: let’s see which trends in hiring will continue to heat up by 2022.
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Virtual recruiting
Although virtual recruiting had been gaining ground even before COVID-19 was introduced, the pandemic has made it more effective. Virtual recruiting is now the primary method of recruitment for many companies. It involves searching for potential candidates via professional websites, online career forums and social media. It also includes conducting virtual interviews, onboarding and other processes.
Both employers and employees benefit from virtual recruiting. Employers have access to a larger pool of potential candidates, and there are more career options for potential employees. It speeds up the hiring process and saves both employees and employers time and money.
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AI recruiting
AI recruitment is becoming increasingly popular among HR professionals. It refers to the application of artificial intelligence to automate parts of the recruitment process, such as scheduling interviews or screening CVs. 52% of HR leaders believe that the most challenging part of recruiting is choosing suitable candidates from a large applicant pool. AI allows recruiters to focus more on communicating with candidates than spending time screening hundreds of CVs. By analyzing the social media profiles and CVs and defining behaviour patterns, AI recruitment allows recruiters to get more information about candidates’ skills and knowledge.
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Natural language processing (NLP).
In the past, recruiters would spend a lot of time going through hundreds of CVs to fill a single position. Recruiters would only look at keywords and not the rest of the content. It was one of the most inefficient methods of choosing a candidate. NLP is an AI field that speeds up the process, guards against subconscious bias, and delivers a shortlist of the most qualified candidates. That uses semantical and linguistic analysis to interpret natural languages, including hidden meanings, sentiments or intent. It can handle legal documents and create algorithms to match candidates with vacancies. It can also assist recruiters in repetitive tasks like scanning through CVs.
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Predictive analytics
Predictive analytics allows recruiters to make use of historical workforce data. To identify the most qualified candidates for the job, it considers work experience, personality traits, and skills. Predictive analytics can also help identify potential candidates who may not be actively looking for a job but are open to other opportunities. It can also detect employees who may be leaving the company. Combining AI and predictive analytics, predictive analytics can help to transform recruitment strategies.
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Social media recruiting
Social media is an integral part of our daily lives. It allows us to communicate, express opinions, shop, and find new career opportunities. Companies will be more attentive to recruiting candidates via social media. They will post more videos and photos that help recruit and encourage existing employees to share information about openings. Another way to improve employer branding is to post on social media. There are many opportunities for skilled candidates. Strong employer branding will make your company stand out among the rest.
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Referral programs
The hot job market makes it more challenging to find qualified candidates. Referral programs are a great help. Nearly 30% of all newly hired employees were found via employee referral programs in the past decade. These programs are among the most cost-effective ways to recruit. Referred employees are often a great cultural fit and good performers. They are less likely to leave.
Referral programs can include doubled monthly salaries, bonuses for successful referrals and phones or laptops to be rewarded.
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Diverse Teams
Remote work allowed employees to be hired based on their knowledge and skills rather than their geographical location. It allows for greater diversity in the workforce, including culture, religion, race, gender, etc. Diversity increases creativity and productivity in companies, as well as profit. Each employee has a different perspective based on their experience and background. Multiple perspectives can lead to quick, unexpected and efficient solutions.
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Data analytics
Future trends in recruitment will include applicant tracking system and data analytics tools that enable hiring managers to identify patterns in the selection, hiring, and retention of candidates. These patterns can use to optimize recruitment processes and enable data-driven decision making. Data analytics tools allow recruiters to understand better the past experiences of candidates, which can help them make more informed hiring decisions. Data analytics can help identify patterns in recruitment and guide future recruitment practices.
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Agile workforce
A flexible workforce mix part-time and full-time employees who can quickly adapt to changing business environments. This scheme creates more opportunities to retain expertise, promote innovation, and increase collaboration between professionals from different fields. Any technological, operational or strategic change can make without causing any losses.
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Recruitment for Generation Z
Many of us still think Gen Z is a group of edgy teens with strange tastes in music and clothes. It’s 2021, and Gen Z is already a mature generation and has entered the job market. It turns out that Gen Z has a very different view of careers and jobs than millennials.
It would help if you adapted your recruitment strategies and values to attract Gen Z talent.
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Prioritize Diversity
The position of a company on diversity is a significant factor in Gen Z candidates’ decision to work for them.
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Encourage flexibility and remote employment
Safety, work-life balance, and quality over quantity are the top priorities of Gen Z, particularly in the post-pandemic era.
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Automate and digitalize the recruitment process
Gen Zs can’t imagine life without technology and tend to trust companies that incorporate modern technologies in their processes more than those that don’t.
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The role
It is to be sold. Gen Z candidates know their value and have many opportunities. Your offer must be compelling.
Impress them if you want to attract Gen Z to your business. It is also essential to ensure your employees’ professional and personal growth.
Conclusion
Nowadays, the recruitment industry is less about paper-pushing than diversity, modern technology, and adaptability. Due to rapid changes over the past few years, new trends have emerged in recruitment. To find the right fit, you need to go beyond the traditional channels. You can promote your company using social media and new recruitment software. Encourage your current employees to share information about your company with their networks.
We follow the latest trends in recruitment and use the best technology to find skilled and experienced candidates for our clients.
