Pulling the New Recruitment Strings
No one expected the COVID-19 epidemic to happen.
Employers have been dealing with a decreasing skill pool for a few years, but the global pandemic has intensified this talent crunch significantly, with no relief in sight.
According to a Korn Ferry survey conducted in September 2021, 55 percent of professionals predict that staff turnover will continue to rise in the coming year.
Organizations will need to look more comprehensively at talent attraction and retention as we move into 2022—from remuneration, rewards, and benefits to learning and development (L&D), succession, diversity, equality, and inclusion (D&E&I).
Getting the greatest people into the most essential positions necessitates a systematic examination of where the company truly adds value and how top talent contributes. Take, for example, Tesla's efforts to foster a culture of rapid invention, or Apple's obsession with user experience. These cultural values are at the heart of the value agendas of these businesses. The positions required to turn such priorities into value are frequently associated with R&D and staffed by talented, innovative individuals.
Let's take a look at some 2022 recruitment strategies and principles:
1. Increase the number of actively engaged candidates early in the recruitment process.
Many organizations are now proactively contacting prospects, which is perhaps the most unique of the growing hiring trends. While this has long been a standard procedure for filling C-suite executive roles, it was rarely employed for entry-level employment. Because passive recruiting is no longer as effective as it once was, companies implement proactive engagement techniques. The labor skills gap is to blame for this inefficiency.
Applicants are now contacted early and regularly during the employment process by proactive human resources employees. They try to form relationships with these candidates to persuade them to work for them rather than for their competitors. As the available talent pool catches up with the demand for skilled labor, expect this tendency to continue.
2. Processes for remote recruitment
It's clear that remote recruiting isn't going away anytime soon. Some recruiters simply realize that virtual interviews and remote recruitment are a more efficient and time-saving way to screen candidates. At least, in the beginning, candidates are beginning to expect remote interviews in addition to this. Find strategies to embrace the remote hiring process by 2022. It will enable you to reach a larger pool of talent that isn't constrained by geography, make your employer brand feel current and relevant, and streamline your team's hiring process.
3. Offer candidates remote work
According to McKinsey & Company, the pandemic has hastened the transition to remote and hybrid work. While the adjustment has not been easy, many businesses have discovered that remote work has considerable advantages for both the company and its employees. Another recruiting trend arose from this discovery: a heightened focus on the employee experience.
Some companies, in particular, allow candidates to work from home to persuade them to accept a position with them. Many professionals prefer working from home since it eliminates the need to commute. Employers profit from offering remote work because it might be a deciding factor for candidates who have received many job offers. Furthermore, remote work has been shown to boost employee morale and satisfaction.
As firms attempt to retain existing personnel, implementing this strategy has become more crucial than ever. It is substantially less expensive than hiring new employees, especially given the current labor scarcity.
4. Concentrate on D&I
It's common knowledge that having a culturally diverse staff fosters innovation, increases creativity, and increases profitability. Business leaders will place a greater emphasis on diversity and inclusion activities in the next year. This focus will include the use of cutting-edge applicant evaluation technologies that aim to remove prejudice in recruitment and hiring.
5. Use a valid assessment tool to select candidates
Among the surveys that are credible is the Career Potential survey. The purpose of this survey is to help you see what kind of Competencies (Attributes) the candidate could demonstrate at work. It also helps you to understand which competencies need to be cultivated in order to produce higher performance. The survey evaluates 33 competencies and checks them against the position requirements.
A good remark that for Life Orientations® Survey series, it is essential to highlight that it is not intended to be used for recruitment. It is rather a survey that’s used to enhance communication, teamwork, self-awareness, and relationship qualities. Yet, it is not intended for recruitment and hiring purposes as LIFE Orientations® believes we are not one thing or another, we are rather one thing and another. Hence, boxing people in their orientation and making decisions regarding their organizational roles is actually against the LIFE Orientations® philosophy and purpose.
1 Mckinsey, 12 Mar 2021, Asmus Komm, Florian Pollner, Bill Schaninger, and Surbhi Sikka, The New Possible: How HR can help build the organization of the future, Accessed 3 Mar 2021, https://www.mckinsey.com/business-functions/people-and-organizational-performance/our-insights/the-new-possible-how-hr-can-help-build-the-organization-of-the-future
LinkedIn, 8 Nov 2021, Simon Thurston, Recruitment Trends You Should Prepare for in 2022, Accessed 3 Mar 2022, https://www.linkedin.com/pulse/recruitment-trends-you-should-prepare-2022-simon-thurston/?trk=public_profile_article_view
Forbes, 15 Feb 2022, Eric Friedman, Hiring And Recruitment Trends To Expect In 2022, Accessed 3 Mar 2022, https://www.forbes.com/sites/forbeshumanresourcescouncil/2022/02/15/hiring-and-recruitment-trends-to-expect-in-2022/?sh=69581537279e
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