Over the last 24 months, businesses around the world have been looking for ways to recover from the pandemic. Even those that survive will face another set of challenges in 2022 — the struggle to hire the right people for the roles you need.
According to one study, the average time to hire across a range of platforms is 41 days. Adding that with the Great Resignation, recruiters have a lot of roles to fill.
We have rounded up the top 8 hiring trends to help both recruiters and businesses.
1. Offer a Candidate-Driven Approach
The Great Resignation has left many open positions and fewer qualified candidates to fill them.
Due to the strong market demand for talents, job seekers are spoilt for choice when it comes to accepting job offers. They lean towards better perks, such as remote or hybrid work, or the company’s commitment to diversity and inclusion. Additionally, candidates can gain an edge in salary negotiations. Job seekers are not afraid to decline a job opportunity that falls short of their expectations. As such, HR professionals have to put in a lot of effort to fill the positions.
2. Superior Candidate Experience
PWC research shows that 49% of job seekers in high-demand areas within the tech industry turn down job offers because of their poor hiring experience. This means that providing a great hiring experience is important in increasing your chances of a successful hire, but it also leads to referrals from job seekers who didn’t get the job.
Some notable aspects of a superior candidate experience are:
- Transparency: keeping the candidates constantly informed at every stage of the hiring process
- Flexibility: allow more control, such as allowing candidates to choose their interview slot
- Speed: a shorter recruitment process
- Use of technology: the use of online assessment tools or applicant tracking system (ATS) to track recruitment progress
- Post-interview feedback: everyone appreciates feedback, even negative feedback. Job seekers get a chance to understand what worked and what didn’t, so they can do better in their next interview.
3. Employer Branding - Right from the Beginning
72% of recruiting leaders worldwide agree that employer branding has a significant impact on hiring. Especially in a highly competitive market, it is prevalent that employers need to distinguish themselves from their competitors. You can do this by communicating your employee value proposition (EVPs) to potential job seekers.
Companies have allocated pages on their career sites that showcase the company’s mission and values. They use compelling content such as employee testimonials, videos, and company culture details to differentiate themselves from their competitors and attract the right talent.
Alternatively, social media is a great way to connect with candidates both inside and outside the hiring cycle. Social media can also be used to build a strong employee value proposition, showcase company culture, and build brand ambassadors by sharing employee stories. It is also a great platform to promote job opportunities to both job seekers and passive candidates.
4. Embrace Diversity and Focus on Inclusive Hiring
A survey conducted by Glassdoor, 3 out of 4 job seekers and employees say having a diverse workforce is an important factor when looking for a new job.
Recruiting people from different cultural and socioeconomic backgrounds is important. Having a diverse group of employees has proven to be more creative and productive as they can share past experiences and impart knowledge to find better solutions to problems.
5. Internal Hire
Before the pandemic, companies without qualified in-house staff to fill new positions are able to hire externally. But in early 2020, things changed. Many businesses were suddenly forced to hire new employees quickly or risk falling behind. Companies that were able to adapt quickly, realized they had their own in-house pool of talents, and quickly developed initiatives to retain high performers.
More companies are now reinforcing internal talent pools that have already been pre-screened and are culturally aligned with the company. As a result, the traditional linear candidate journey of external acquisition, onboarding, and development is replaced by a more fluid process. This is a great way for recruiters to fill job vacancies internally or even rehire former employees.
Providing internal development opportunities keeps employees invested in their career development. It also reduces recruitment costs while giving them an incentive to stay. This trend is here to stay and companies are placing more emphasis on succession planning and talent retention.
6. Finding Passive Candidates
What are passive candidates? They are candidates who are “not actively looking for a job”. When they switch, they tend to be better employees because they chose your company for the company’s unique employer brand or they believe in the future opportunities your company can offer.
Finding passive candidates requires time and constant engagement to build an ongoing and trusting relationship. Building this relationship allows you to present opportunities to them and thus, make them more receptive to hearing from you.
7. Recruitment Process Backed By Data Analytics
Analyze recruitment metrics using historical data to gain better insight into potential talent pools. Recruiters are now able to develop more effective hiring strategies, conduct interviews, and evaluate candidates.
For instance, analytics can help the hiring team better determine which job boards provide the best response rates and job candidates. It also gives you greater insights into which potential job seekers are the best candidate for the position.
All of this data is useful for skill gap analysis, workforce planning, performance reviews, and employee retention once the best candidates have joined the company.
8. Automate Processes Without Losing the Human Touch
Finding the right balance between digitizing processes and upholding the human touch is critical to successful hiring. Too much focus on technology and automation can make the candidate’s experience feel remote and impersonal. However, the inability to automate some processes can make the hiring process too long, leaving job seekers frustrated and recruiters failing to achieve their desired results.
For any recruiting team, technology such as an applicant tracking system (ATS) is key to a quick recruitment process, while having access to qualified candidates. HR automation is designed to support and improve the process of delivering a great candidate experience while keeping the personal experience at the heart of the hiring process.
We hope you have gained more insights from the above recruitment trends to help you have a better recruitment strategy. Employers need to recognize that job seekers have a greater influence on hiring than ever before. Therefore, they must learn to accept and adapt to the current times.
With Omni HR you can easily attract more and more potential candidates by automating your recruitment process. Learn more about Omni HR features here. Or book a demo to learn more about how we can help you.