8 Talent Acquisition Trends that Will Shape 2022
At the end of every year, talent acquisition teams gather to map hiring strategies for the next 12 months. They revisit the language in their job descriptions, re-evaluate their talent management policies, reconsider what a suitable candidate looks like, and above all, plan how and where to source top talent.
But addressing the critical skills gap will require recruitment professionals to stay on top of the game. Traditional approaches may not be efficient, so they’ll need to understand current talent acquisition trends.
Here are the top talent acquisition trends that will define 2022:
1. The use of AI in hiring
The sooner recruitment teams realise and embrace Big Data, the better. Big Data has been around since the turn of the century, and many businesses are using it to understand trends, and how to harness them to move forward. But as Big Data gathers information across all industries, the need for analysis and automation in the recruitment sector becomes more important.
Big data is set to play a bigger role in 2022 and beyond as recruiters turn to AI to remain more productive. Through chatbots that facilitate communication with potential candidates, AI frees up more time for recruiters to focus more on the process, and achieve more efficiency.
2. Focus on diversity, equity, and inclusion
Diversity, equity, and inclusivity will play a major role in recruitment in 2022. Reports indicate that the number of job seekers asking about diversity, equity, and inclusion commitments and initiatives in companies has been growing steadily. Also, nearly half of the recruiters surveyed reported cases of candidates turning down job interviews citing a lack of diversity at the workplace.
McKinsey’s findings show that there’s more to diversity than just landing more qualified staff. The findings indicate that companies with gender- and ethnic-diverse executive teams are more likely to experience higher profitability. This means that any business looking to achieve sustainable profitability in 2022 and beyond will have to espouse diversity in its recruitment process.
3. Multi-channel recruitment
Recruiters need to expand their reach so they can land more talent for open positions. As the Great Resignation wave bites, brought about by the devastating effects of COVID-19 on the economy, chances of finding top talent will greatly diminish if you continue fishing from the same pond.
Talent acquisition teams may not necessarily have to go global in their search for the ideal job candidate, but many industries will have no choice. Many other aspects will come into play to help businesses expand their reach. They include:
- Strategic choice of recruitment channels
- Timing of paid social engagement
- Attendance of events
- Learning how to measure success
- Planning for organic social engagement
- Creating written and video content for websites
- Engaging candidates through email updates
- Empowering current employees to become workplace advocates.
4. Switch to proactive recruitment
It takes time to replace an outgoing employee. Within this time, their duties go unattended, or are portioned to other employees who now become overloaded. The inconveniences and the potential loss of productivity that happens when a company loses an employee may be a thing of the past if recruitment teams adopt proactive recruitment.
Proactive recruitment helps talent acquisition teams to take attrition into account by having a pipeline of qualified staff potentially available. In the event that an employee quits, the replacement is made immediately so the business remains competitive.
5. The use of recruiting analytics
Big Data now cuts across all industries, giving rise to the use of analytics in all aspects of a business – including the hiring process. Recruiting analytics has become even more meaningful in this era of the Great Resignation by helping companies have a better understanding of their workforce and the recruitment process.
But European companies have faced some challenges as the EU proposed regulations on the use of AI in the recruitment process. Ethical talent intelligence will likely take centre stage in 2022 to help recruiters source top talent without infringing on the EU regulations.
6. Towards upskilling and reskilling
The pandemic seems to have exacerbated an already perceived skills gap. But with advancements in technology, such as the use of AI, businesses focusing on upskilling and reskilling will have an advantage in the marketplace. Upskilling and reskilling increases the efficiency of employees, reducing the need to source outside talent for new roles.
This strategy also increases employee satisfaction and retention. In today’s employment world, an attractive pay package is no longer enough motivation to retain or attract top talent. Striving to achieve employee satisfaction may go a long way to retaining top talent.
7. Shift to remote or hybrid work arrangements
Businesses that don’t adopt a hybrid, remote, or flexible working culture may experience more attrition in 2022 and beyond as candidates search for better work-life balance. A one-size-fits-all approach is likely to fail since candidates will likely choose flexible workplaces, prefer to choose how many hours of in-person work they put in, or simply work remotely.
These new preferences brought about by the pandemic will force companies to switch to a hybrid system of work. The basic idea is to offer as much flexibility as possible to attract and retain top talent. This trend is likely to continue far beyond 2022 as the future of work evolves rapidly, having been spurred by the COVID-19 pandemic.
8. Employees will have a greater say in remuneration negotiations.
There’s no doubt the Great Resignation has given employees more leverage in the employee-employer relationship because the demand-supply gap is tilted in favor of employees. The demand for talent is high, caused by mass resignations, but supply seems to be limited. This state gives candidates some leverage when it comes to negotiating salaries.
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