The employment game has changed considerably over the past few years. Today, global employers need to use a range of up-to-date techniques and recruiting tips to move their businesses forward and find the ideal candidates to fill open roles.
There’s been a definite shift towards the importance of inbound recruitment practices, employer branding, improved candidate experiences and using AI and big data to find candidates in 2022.
Here’s what you need to know to recruit successfully, this year and beyond:
Finding the Ideal Candidates
The technology that’s available to handle modern recruiting processes is becoming increasingly sophisticated and accessible to businesses of all sizes and sectors. However, while tech-driven recruitment can certainly produce positive results, it’s important to use proven candidate hiring techniques alongside the latest technology.
The world is also experiencing a huge demographic shift in global workplaces. Recent data suggests that there are a few key trends to take note of while recruiting in 2022. They are:
- Generation Z is starting to enter the workforce alongside Millennials.
- More Baby Boomers are retiring from their positions, which creates experience and skill gaps in executive and management roles.
- There are not enough Gen Z and Millennial workers to replace all the retiring Baby Boomers.
- The gig economy is steadily rising. More people than ever are eager to work as freelancers on part-time and short term work contracts.
- Industries are continuing to shift towards remote working and process automation to streamline their workflows.
These trends indicate that recruiters can expect increased competition for leading talent, along with a stronger focus on succession planning and talent management. Their recruitment efforts should reflect these trends in 2022 for best results.
The following are some top tips for this year:
Focus on Company Culture
One of the most important things you can do to improve your recruitment processes and results is to invest in creating an attractive company culture that skilled, diligent workers want to become a part of.
Spending resources to attract top talent won’t help much if your company culture does not meet the expectations or needs of your staff. Creating a strong company culture isn’t usually considered to be a recruitment-related practice. It does, however, go a long way in drawing candidates in and generating genuine interest in your available positions. If you already have a positive company culture, be sure to promote this through your business’s recruitment strategies.
Recruit and Nurture Talent from Within Your Organization
Most people think of recruitment as an external process. One of the best ways to find people that fit your available roles is to promote talent from within your business.
Hiring talent internally is an excellent strategy. It guarantees you’ll fill vacant positions with workers who already understand your business, company culture and expectations. Plus, recruiting internally shows your current employees that you’re dedicated to their professional growth.
Establish a Staff Referral Program
Staff referral programs are a popular form of recruitment that has the power to use your staff’s industry contacts to your advantage. These programs encourage your staff members to help fill vacant positions in your organization by recommending qualified talent whose experience and skills they can testify to.
Establishing an employee referral program can speed up and streamline the screening process. Additionally, it enables you to tap into candidate groups that you may not otherwise have access to. A successful program should offer employees recognition and incentives for their efforts.
Update the Interviewing Process
Interviews are a widely used recruitment tactic. Unfortunately, they are often poorly conducted. Many businesses simply conduct interviews by reading a list of predictable questions to potential hires. Yet this approach doesn’t give you a full picture of each candidate. It can also create an unpleasant experience for the candidates themselves.
Assess your interviewing process. Ask whether you’re spending the time needed to get to know your applicants, if you’re asking the right questions, and if you’re personalizing the interview questions for each vacant role.
If not, it may be time to give your interviewing process an update.
Hire a Recruitment Process Outsourcing Agency
Many businesses simply don’t have the time or resources to use recruitment best practices consistently over long periods of time. If you have a small business or your resources are limited, it might be time to consider hiring a recruitment process outsourcing (RPO) specialist. They can help you find talent for your company. This is a cost-effective recruitment method that gives you long-standing access to talent pools you may otherwise miss out on.
Instead of splitting your resources between PEO vs EOR organizations, handing over your recruiting to an outsourcing agency will allow you to work with experts to use your existing channels to find the best available prospects. These agencies can typically be hired on a monthly or annual basis. They handle the full recruitment process, including drawing up job descriptions, screening candidates, working with hiring managers and optimizing your employer branding.
Use Data to Your Advantage
Data-driven recruitment has the power to help you manage applicant data, advertising platforms, screening protocols, talent management and on-boarding securely. This type of recruitment uses real data obtained from a vast range of recruiting methods and practices.
In 2022, businesses are encouraged to take a closer look at their recruitment data to gain insights into how they can best improve, adapt and optimize their strategies.
Turn to AI
Artificial intelligence recruitment is becoming increasingly popular in 2022. AI can identify weak spots and efficiencies in your recruitment processes by optimizing tedious and repetitive tasks.
For instance, you could use AI scanners to scan resumes and cover letters to highlight the candidates with the most potential, or you can use AI to assess past job descriptions to create even more effective ones in years to come. AI chatbots can also be used to approach candidates, schedule interviews and more.
Ensure That You Have Solid Employer Branding
Employer review websites like Glassdoor are on the rise. Many candidates who use these platforms will review a business’s culture and reputation before they even consider applying. This makes employer branding a crucial aspect of any strong recruitment strategy.
The idea behind this branding is to portray your business as a great, healthy and fulfilling place to work. You can do this by creating a custom career section, employee testimonials and profiles and active pages on sites like Instagram and Glassdoor that detail what it’s like to work for your company. This will show potential hires why they should want to work for you before they’ve even scheduled an interview.
Creating a successful recruitment strategy in 2022 involves pairing a creative approach with recruitment best practices and the latest technologies. Don’t be afraid to update your recruitment methods to align with the times; this is vital to your success!
Look critically at your hiring processes and strategies and use tools like AI, big data, and online platforms to position yourself favorably as a great organization to work for.
Jelena is the outreach manager at Growth Gorilla where she, and her team, provide high-quality content for B2B SaaS companies
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