The COVID-19 pandemic has shaped how workers make choices for their professional lives. With “The Great Resignation” of 2021 resulting in record-high voluntary resignations, it’s more important than ever to be strategic with your recruitment efforts and stay on top of trends to attract candidates who will be committed to staying. Learn more about what recruiting will look like in 2022:
Automation and Artificial Intelligence
In today’s fast-paced world, candidates expect timely responses to inquiries and a streamlined hiring process. Recruiters will likely integrate automation and artificial intelligence (AI) software to improve efficiency and accuracy in a variety of processes, such as sourcing prospective candidates, screening applicants, answering questions via chatbots, and scheduling interviews.
In such a candidate-driven job market, recruiters are expected to have to be increasingly proactive in the negotiation process. Pre-closing, in which recruiters discuss with prospective candidates their expectations and ensure the job offer is likely to be accepted before pursuing it formally, will be a technique that is more important than ever. Work with prospective candidates to identify any potential obstacles, pain points, and nonnegotiables so you can effectively assess their needs and sell the position.
When the competition is high for candidates, employer branding is crucial in order to stand out to candidates and make them want to work at a particular place. In 2022, recruiters will need to focus even more on effectively promoting the employee value proposition (EVP), or the unique benefits of working for a company, to prospective candidates. When determining if an employer seems like a good place to work, key areas in which candidates typically care about include comprehensive benefits, positive workplace culture, professional development, and work-life balance.
Diversity, Equity, and Inclusion (DEI) Initiatives
Improving DEI is increasingly becoming a core value for companies and their overall missions. To organically drive applicants from a wide variety of demographics and backgrounds, it will be crucial to remove as many opportunities as possible for subjective judgment calls that can unintentionally have subconscious bias that hinder DEI initiatives. Automate the application process, opt for blind resumes that don’t have identifying information (i.e., name or graduation year), and utilize skills-based assessment and performance history for decision-making.
Build a Team of Top Talent in 2022 with PrideStaff
Find the most qualified candidates by working with PrideStaff San Jose. Our team of experienced recruiting and staffing specialists will evaluate applicants based on your specific needs and connect you with the ones who will be the best fit. Contact us today to learn more about our staffing services.