As we start another year the recruitment industry finds itself facing new challenges and opportunities.
These trends are often inter-connected, with one having a knock-on effect on another and so a full 360 approach when reviewing your recruitment process in 2022 will be needed.
The War for Talent
Demand for candidates will continue to outstrip supply, making legacy recruitment solutions outdated and promoting new solutions which allow the consideration of non-cognate candidate pools. This demand will result in businesses needing to compete to secure the right talent in order to futureproof their business.
The challenge of ‘supply v demand’ will be further exacerbated as organisations refine what makes them an ‘attractive’ place to work in 2022. More factors than ever will affect a candidates decision and organisations will need to work out how to articulate the benefits in a ‘post-covid’ world.
There will be a move to source candidates from non-cognate backgrounds with aligned skill sets. As the key skills required to be successful change, traditional skills are becoming obsolete and new ways of working, communicating and operating are required. Getting the “right shirt on the right player”, even if without direct subject knowledge or industry experience, is going to be vital. A good example is in real estate, areas like customer experience, specialist sales, tech and analytical skills can be sourced from outside of the industry. Not only will this increase the skill base but will allow the industry to source candidates from a more diverse background.
Rethinking the Workplace
Given the cultural shift we have gone through over the last 2 years, the workplace of 2019 is now no longer fit for purpose and needs to adapt in order to attract new talent. We are likely to see more agile spaces that encourage people back into the office; with ‘office days’ likely to focus on collaboration and teamwork the workplace will need to be reconfigured to encourage and facilitate this. Many individuals will also be concerned about spaces being safe, secure, hygienic and so businesses will need to show this is central to their business.
The Hybrid Interview Process
2022 will see a proliferation in the use of blended remote and in-person candidate engagement and interviewing processes.
Businesses have seen the benefit of a hybrid interview process in order to streamline and speed up recruitment processes in a candidate-driven market. As well as to ensure a more sustainable use of time, resources and carbon footprint, whilst retaining an element of in-person human interaction.
Equality, Diversity and Inclusion
2021 saw a lot of important work done on EDI, however it is important this remains integral to business strategies. Embracing EDI and CSR as a competitive edge will become the norm at all levels.
A diverse workforce gives businesses a competitive edge as it allows for a variety of perspectives, often having significant improvement in business output. Proving to new talent that EDI is important and integral to the business, may become a decision factor for candidates.
EDI will also continue to figure prominently in hiring processes and impact talent pools as companies widen search criteria to embrace more diverse talent.
The Big Move
In the second half of 2022 as we move away from the pandemic period, more candidates will begin to consider the “ultimate career move”. This gives companies approximately 6 months to create the optimal recruitment process in order to attract and secure the very best.
Get in touch with the MRG team to further discuss any of the above points, and to find out how we can help you with your recruitment strategy in 2022.