What To Expect in Recruitment in the new Fiscal Year
With or without the effects of Covid, recruitment has always been dealt with like a run-off or be left behind industry. The market and expectations of stakeholders change very quickly and this requires new dynamic strategies to be put in place to be a successful recruiter. Looking forward and understanding what to expect gives us an edge in quickly adapting and finding the right talent. Here are some trends we can expect in recruitment for the remainder of 2022.
Passive Candidates
Ever since the job space became hyper-connected with the dawn of The Information Age, we've seen gradually increasing levels of apathy amongst candidates. A simple job advert or providing basic information regarding the job has become extremely ineffective at garnering the attention of candidates.
As 2022 is going to see candidates become even more passive, businesses and their recruitment partners are going to have to work a lot closer to identify, approach, and attract the right talent for their opportunities. For businesses that modify their approach and find a way to access the passive talent pool, there is a huge opportunity to boost the talent in their pool.
Hybrid Work Model
There has been a big shift towards flexible working over the last year, but as with everything once the dust has settled, the devil is in the detail and businesses are going to need to have detailed and demonstrable hybrid working strategies in place if they want to attract the best talent to their teams. As well as providing structured and thorough interview processes, businesses are going to need to ensure that from a logistical point of view, they can provide them in a timely manner, because when candidates are in high demand, they don't stick around for long.
The advantage that businesses will have by streamlining their processes with the use of recruitment partners, is that they can implement additional screening stages during the search phase and add extra robustness to their campaigns without negatively impacting their duration of them. This will also contribute towards the final stage of a recruitment campaign, and it will facilitate better communication with HR departments because when a decision is made, candidates need to be offered, contracts signed, notices handed in, and the process boxed off as quickly as possible. As they say in the recruitment industry, time kills a deal.
So, for the recruitment process to be successful in 2022, they’ll become a lot more streamlined.
“A company is only as good as its online presence.” ...said no one ever, but these words are becoming weightier and truer with the passing of time.
Culture has overtaken remuneration as the top consideration of candidates when considering a new role, but unfortunately for businesses, this hasn’t been at the detriment of salary expectations. In fact, higher levels of job vacancies, combined with talent shortages, has actually pushed salaries up, which means businesses are going to need to place an even greater emphasis on honing and communicating their company culture, unless they want to end up paying an inordinate amount of money in salaries to attract talent.
Primarily, if businesses want to be competitive in the job space, they need to nurture and develop diverse and inclusive cultures because they don’t just promote organizational success but they’re also attractive to candidates. Secondly, though it’s going to be difficult to communicate their key strengths into the marketplace this will require a few different approaches and will need HR and Marketing departments to work closely to develop and communicate their employer brands, both online and offline.
Excellent Candidate Journey
Candidates are able to be very selective over the opportunities they engage in. So first and foremost, we're seeing wages rise as candidates gain a greater grasp of their market worth. But secondly, candidates are no longer putting up with substandard candidate journeys. In short, if a high level of detail isn't provided without the intricacies of the business and the opportunities within that business, candidates aren't interested.
If communication is poor or slow, candidates are being put off. If processes drag on, candidates are pulling out. Candidates have always used the recruitment experience as a reflection on the company they are interviewing for.
The difference in 2022 is that candidates can be far more selective as they are in greater demand. So, poor candidate journeys are now blocking businesses' access to talent more than ever.
What we’ll see moving forward is businesses raising their game and demanding more from their recruitment partners to counter the negative effect that poor candidate experience is having on their access to talents.
High levels of detail around roles, teams, and cultures, structured and thorough interview stages, effective and efficient levels of communication, and a general all-around professional approach to the recruitment process, will deliver organizations a huge advantage in the job market.
Here at Job Booster India, we recruit talent across industries and functions. This places us in the prime vantage point from which we can understand, study and adapt to/predict the trends that emerge in recruitment. JBI uses the experiential knowledge that we have to help our clients not only find suitable talent but in doing so have a lasting societal impact.
