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Recruitment and Talent Acquisition Trends in 2022

Recruitment and Talent Acquisition Trends in 2022
November 10, 2021

The recruitment business has taken a hit in the previous two years. New recruitment trends and modifications have emerged as a result of rapid technological advancements, COVID-19, and big upheavals in the employment market. To stay afloat and locate skilled people, recruiters must now become specialists in HR tech trends such as virtual recruiting, predictive analytics, and many more.


We'll break down the primary drivers of those shifts and walk you through the top recruiting trends for 2022 in this post.


Post pandemic market

COVID-19 impacted our lives in numerous ways, including the recruitment arena. While many people lost their jobs as a result of the epidemic, some businesses prospered. What is certain, though, is that everyone was affected. Employers and employees had to address the issues provided by global quarantine month after month, seemingly without end, and discover effective solutions, including changing work processes to manage distant work and finding new ways to connect while being isolated from one another.


Hot job market

While the rest of the globe steadily returns to normalcy, the job market is on the point of collapse. Businesses are looking for new employees, but the public isn't yet ready to return to work. People who rely on unemployment insurance as their primary source of income have been able to stay at home without ruining their finances. In fact, according to a Jobcase poll, 34% of respondents have no plans to return to work in the near future. The major reasons for this are COVID-19-related worries and poor pay that they are unwilling to accept at this time.


Employers must now work even harder to locate and recruit the best applicants to fill open positions. They must raise wages, improve employer branding, engage in advertising, and find new ways to stand out in a crowded labor market.


HR Tech advancements

HR technology has progressed. Many aspects of the recruitment process, such as recruitment tools and job applications, have been digitized and automated throughout the last few years. As a result, recruiting managers are free to focus on recruitment's interpersonal and social aspects rather than the tedious tasks. HR technology allows companies to improve workflows and focus more on identifying the best people in the area.


Recruitment trends for 2022


Virtual recruitment process

Even before COVID-19, virtual recruiting was on the rise, but the epidemic has accelerated it. Many companies now use virtual recruiting as their primary technique of hiring. It entails scouring professional sites, online job boards, and social media for candidates and conducting virtual interviews and onboarding processes.


Employers and employees can gain from virtual recruiting. It gives firms access to a huge pool of people and gives potential employees more career options. Virtual recruitment also reduces turnover rates while speeding up the hiring process and saving time and money for both companies and employees.


AI recruiting

AI recruiting, which refers to the use of artificial intelligence to automate portions of the recruitment process, such as screening CVs and arranging interviews, is becoming more popular among HR professionals.


According to 52 percent of HR executives, the most difficult component of recruitment is selecting which applicants from a large applicant pool are the greatest fit. Instead of wasting time and effort scanning CVs, recruiters may use AI to focus on developing better tactics for communicating with shortlisted applicants. By evaluating candidates' social media, CVs and defining patterns of behavior, AI recruitment allows recruiters to learn more about their talents and knowledge.


Natural language processing

Recruiters used to spend most of their time sifting through hundreds of CVs to fill a single post. As a result, they'd search for keywords only, ignoring the rest of the material, which is one of the most inefficient ways to select a candidate. It interprets natural language using lexical, semantic, and other types of analysis and hidden meanings, sentiments, and intent.


Social media recruiting

Because social media is such an important part of our life for interacting, expressing ideas, buying, and finding new job chances, using it for recruiting will only become more common. Companies will pay more attention to engaging prospects via social media in the future, posting more photographs and videos to aid in recruitment, and encouraging current employees to submit material about new positions. Employer branding can also be strengthened by using social media. Skilled individuals have a plethora of job options, and good employer branding sets your organization apart from the competition.


Data analytics

Data analytics tools and applicant monitoring software will be popular in the future, allowing hiring managers to find patterns in candidate search, selection, and hiring. Detecting these trends aids in the optimization of recruitment procedures and allows for data-driven decision-making.


Recruiters can better understand candidates' previous experiences using data analytics technologies, which can lead to more accurate recruiting decisions. Data analytics will aid in the detection of patterns in recruiting and the shaping of future hiring procedures.


Referral programs

The tight labor market has made finding qualified individuals more difficult than ever. Referral programs come very handily in this situation. Nearly 30% of newly hired personnel were found through employee recommendation programs over the last decade. These programs are frequently among the most cost-effective means of recruitment.


Employees who have been suggested are frequently a perfect cultural match, high performers, and less likely to leave.

Referral bonuses, bonuses for successful referrals, phones or laptops as awards, and so on are all examples of referral schemes.


Predictive analysis

Recruiters can leverage historical worker data to their advantage using predictive analytics. It considers criteria like previous work experience, personality qualities, and skillsets to identify the individuals who are most likely to succeed in the position. Predictive analytics can also be used to identify possible applicants who aren't actively looking for work but are open to new possibilities.


It can also detect present employees who are thinking about leaving a company. Predictive analytics, when combined with AI, has the ability to change recruitment tactics and approaches significantly.


Final thoughts

The recruitment industry is now more about diversity, current technologies, and adaptation than it is about paper-pushing. Rapid changes in the last few years have resulted in new recruitment patterns. To find the perfect fit, you must look beyond established channels. Use freshly created recruitment software and applications, promote your company on social media, and urge current employees to tell their friends and family about job openings at your company.

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