Top 5 Talent Acquisition Trends in 2022

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Talent acquisition (TA) and recruiting departments all across the globe prepare their next year’s strategy as the year draws to a close. Top TA teams focus on various vital duties and crucial areas, including:
  • Improving their recruiting practices
  • Going through their job descriptions one more time
  • Reassessing their approach to managing their human resources
  • Rethinking what it means to be a ‘qualified’ candidate
  • Take a fresh look at where and how they recruit the best people.
Talent acquisition teams’ top end-of-year priorities undoubtedly include creating a solid action plan to enhance their recruitment operations. However, when developing their TA strategies, these organizations should also keep up with the latest business developments, especially those that influence their daily operations. Five trends to keep an eye on as we travel towards 2022 are outlined below. 1) The (constant) increase in data-driven hiring Talent acquisition and recruitment methods based on solid data will be standard fare in the future. Recruiting and TA executives of the future must guarantee that their teams have both data-driven attitudes and the necessary technologies to implement data-driven tactics. Instead of relying on manual processes, they use real-time analytics and insights to help them both in the short term (creating automated processes that reduce or eliminate manual work and improve in critical areas) and the long term (increasing the quality and cost of new hires and candidate feedback scores) (routinely attract, engage and hire the best talent). Sourcers, TA experts, recruiting supervisors, and executives may all use the same applicant and new-hire data since there is only one source of truth for this information (e.g., a complete talent acquisition suite). As a result, in 2022 and beyond, organizations that don’t embrace data will continue to struggle with sourcing talent, nurturing job seekers, and hiring the best applicants efficiently and reasonably. 2) Automated nurturing is becoming more important. The most important factor in creating a stellar applicant experience is personalized, intelligent nurturing. In the world of data-driven recruitment and talent acquisition, applicant nurturing is a critical component. It takes a lot of time and effort to email potential customers manually. Also, it’s an out-of-date method for attracting and retaining top talent, and it’s not a sustainable strategy. Automatic nurturing will be the future of candidate outreach in 2022 and beyond since it eliminates manual communication inefficiencies and allows you to add a more personal touch to your outreach efforts. The 2020 State of Recruiting Report found that 71% of organizations indicated it’s more crucial than ever for an ATS to have candidate relationship management tools, including nurturing capability, built in to better connect with engaged and archived talent. 3) The (increasing) demand for internal mobility as a top priority To retain top talent, talent acquisition executives must place a high priority on internal mobility. Randstad RiseSmart’s 2021 Career Mobility Outlook poll found that almost nine out of ten human resources executives believe that 10% of their company’s unfilled positions can be filled internally by 2021-22. In addition, 88% of these HR professionals said that their employers encourage their employees to apply for job vacancies inside their own company. In a highly competitive job market where it is difficult to hire well-qualified candidates, these findings suggest that C-suites finally realize the importance of retaining their current employees. So, to keep their employees, they’ll need to lay out a clear path for advancement. Business leaders must provide ample opportunities for employees to develop their skill sets to improve their ability to move up within the organization, whether that means offering stipends for certifications (e.g., analytics/data literacy, graphic design, management) or conducting in-house training (i.e., mentorship programs). 4) A fresh emphasis on the importance of employee involvement Employee involvement will be a differentiator in a world where distributed workforces are the norm rather than the exception. The Great Resignation is still going strong as of late 2021. This has resulted in a delay in The Great Return (to the workplace). In light of this, corporate executives worldwide have concluded that dispersed workforces will be prevalent in 2022. (and, really, the foreseeable future). So, organizations with both in-office and remote employees must adapt their employee engagement strategies. Take a look at Lever. Because of the pandemic, our company adopted a blended worker strategy. Around this time, we also assessed our employee engagement strategy. We tweaked it to guarantee that everyone Leveroo—working from home or at the company’s headquarters—was set up for success. When it comes to building a strong corporate culture in 2022, it will be less about making the workplace pleasant and more about ensuring that workers around the globe, regardless of location, feel valued by their colleagues and supervisors and are equipped to thrive in their tasks. Employee engagement begins at the interview and continues through onboarding, as discussed in our most recent presentation. Increase employee loyalty and establish your company’s ability to compete on the global stage by rethinking how you interact with your employees. 5) An attempt to enhance the well-being of employees There will be a lot more emphasis on mental health and employee well-being in the workplace in the coming years. There is such a thing as burnout. As a result of the pandemic, CEOs said that staff well-being was their brand’s biggest challenge. If leaders haven’t already, they must do so in 2022. The need to pay attention to employees’ mental health and well-being and accommodate their varying work schedules and demands cannot be overstated. It’s time to ask: How can your company ensure that everyone in it — from TA to HR — stays on top of their personal growth and mental health? Businesses, particularly those in charge of TA and HR, would do well to take note of what they have to say as the new year dawns to better prepare their employees for what may be a turbulent and unpredictable environment in 2022.