The pandemic has rapidly changed the way in which we work and hire new talent over the past 2 years. With the rise of new technologies and many organisations adopting a hybrid approach to working, its vital businesses recognise these changes and adapt quickly to retain valuable staff. At Lucid Connect, we have outlined 5 key recruitment trends all businesses should be focusing on in 2022 to stay on top of their recruiting game.

Towards the end of 2021, we saw a significant shift in the market where there were more available jobs than there were candidates, thus making it a candidate driven market. We should expect to see this trend carry over to 2022, therefore, organisations should be adapting and creating tactical recruiting strategies. For example, candidates hold the power of negotiating better salaries and benefits, so organisations should be more willing to meet these standards if they want to attract and retain the best candidates. With over 35% of millennials working now, and boomers head for retirement, long were the days candidates desperately looked for jobs and took what they could. There is an abundance of options out there, so now is the time for businesses to cater towards the employee and their wants/needs from a career.

With data becoming more widely accessible in the past few years, it is important for companies to stay on trend with understanding the analytics that drive hiring decisions. According to the LinkedIn Global Talent Trends 2020 report, the number of HR pros with data analysis skills has increased by 242% over the last 5 years. Real time analytics ad insights allow recruiters and hiring managers to stay active and face changes in the market confidently and efficiently. Automation recruitment is one of the factors at hand here to help stay on trend. According to the survey provided in the Future of Recruitment report, 68% of recruiters point out investing in better recruiting tools and technology as the NO.1 performance booster over the next 5 years. In our industry, having an efficient CRM system, automated email marketing strategy, market analytics and social media insights free’s up a lot of the recruiter’s time to focus on engaging with candidates and clients, whilst delivering competitive and modern recruitment solutions. At a time of a skills shortage, particularly in technology, it is imperative to engage with a recruitment specialist that has established talent pools of proactive candidates, to ensure access to the very best talent.

According to McKinsey’s Diversity Wins report, companies in the top-quartile for ethnic diversity on executive teams are 33% likely to have bigger profitability. The necessity to grow a more diverse and inclusive workforce has increased a lot over the years and in 2022, it’s more prevalent than ever. It is no longer seen as a ‘nice to have’ but more a ‘must have’ for organisations as 49% of the surveyed recruiters from the 2021 Recruiter National Report have experienced candidates turning down an interview or a job offer because of the lack of diversity in the workplace. It’s clear that in 2022, businesses must centralise diversity, equity and inclusion to the company values and procedures in order to keep up with recruitment trends.

Embracing internal mobility for staff will not only allow businesses to keep on top of the ever-growing hybrid working trend, but it will also increase the retention of valuable employees as you can provide them stability alongside flexibility for work/life commitments. During the pandemic, the need to work from home was a must, but it demonstrated to organisations that recruiting virtually saved them time and money during the process. There’s no denying meeting a candidate and training them up in person will always have its pro’s, but the accessibility to national candidates and remote interviewing had a multitude of benefits that businesses can work from anywhere and be just as productive, if not more. According to LinkedIn’s Workplace Learning report 2021, businesses with high internal mobility have twice the length of tenure as those with low mobility. There are a number of ways organisations can remain competitive in the new world of work; create clear progression paths for employees, offer upskilling courses, and provide in house training and development. Engaging with the right recruitment partner will also enable organisations to attract the best talent.

A company brand and reputation are vital in the recruitment process. A strong employer brand can lead to a 28% reduction in staff turnover. Additionally, the more an individual knows about a business, such as their company culture, values, and mission, the more likely they will resonate with the image and have a positive view of the company and apply for a position. In order to boost recruitment and retain good quality staff, a company needs to clearly outline their brand identity in order to be portrayed in the best possible light. In 2022, we should expect an increase in businesses displaying their image through social media accounts e.g., LinkedIn and Instagram. By doing this, they are able to reach approx. 800 million active daily users and grow their online presence, image, and potential employee count.

Lucid Connect is dedicated to executive search and permanent recruitment. We are passionate about connecting talented technology professionals with modern and ambitious companies. If you wish to discuss any of our current vacancies or learn more about industry trends and insight, please reach out to our experienced team on www.lucid-connect.com / info@lucid-connect.com.

Written by Lucid Connect