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Hiring trends you need to be aware of in 2022

There have been multiple of drivers of change for recruitment and the way hiring teams engage with their candidates over the past year and half.

From hiring all but coming to a standstill, switching to video interviews to being inundated with candidates on the market, there’s been a lot for talent teams to deal with!

And there’s more to come. With 2022 on the horizon, we’ve picked out a few trends we’re seeing that could have a major impact on recruitment strategies next year. 

So, if you’re putting together your plans for next year, hopefully there are a few takeaways from this article that could put you in good stead for the year ahead.

Virtual Hiring

Since the start of the pandemic virtual recruiting has become very more popular than ever before and is now the most common method used by recruitment companies. 

Despite more companies opening their doors again in the second half of 2021, virtual recruiting remained an important way for employers save time, money, become more efficient and reduce staff turnover.

Expect virtual recruiting to stay as businesses seek access to a larger pool of candidates and reduced time to hire.

AI Recruiting

From scheduling interviews or screening CVs, AI recruiting is becoming one of the most sought-after methods of recruiting among HR professionals and talent teams keen to automate parts of the recruitment process.

With the help of AI, recruiters can spend less time on the hardest part of recruitment: spending hours going through an extensive applicant pool, instead using their time to create better strategies to communicate with shortlisted candidates.

Furthermore, AI can analyse social media and CVs to gather more information on the skills, behaviours and knowledge of potential candidates, helping them choose the best candidate for a role.

Natural Language Processing (NLP)

NPL uses lexical, semantical, and other kinds of analysis to interpret language, hidden meanings, sentiments, or intent. It’s therefore perfect for scanning through numerous CVs.

Talent acquisition managers often fall into the trap of looking specifically for keywords and ignoring the rest of the CV, this is a form of subconscious bias NLP can protect against. It’s able to supply a list of the best-qualified candidates efficiently without being unconscious bias creeping in.

As NLP becomes more widely used, talent teams will no doubt start to incorporate its value in their own recruitment processes.

Predictive Analytics

Predictive analytics uses past workforce data to help talent acquisition teams find candidates who are likely to be successful in securing a role by looking at their earlier work experience, character traits and skill sets. 

Using predictive analytics can identify candidates who may be open to leaving their current position as well as uncovering employees who are considering leaving. When teamed with AI, using predictive analytics has the power to have a significant impact on how businesses recruit in the future.

Social Media Recruiting 

Social media plays an important role in our lives, it’s grown exponentially and most people across the world use it every day. It can be used for communicating, expressing opinions, and now, even finding new careers. 

People’s increased dependability on social platforms means that it popularity as a talent attraction tool will only continue to grow in the future. Potential candidates want to see what life is like day-to-day within the business, so leveraging a strong employer brand across social media is a must.

Those that understand their target audience and create content for them will be the ones winning the talent attraction battle.

Data Analytics 

Data analytics can be used to help optimise the recruitment process through analysing patterns, optimising the recruitment process and enable data-driven decision-making. 

With the help of these tools, talent acquisition managers will be able to make more informed decisions as well as receive help in the searching, selecting and hiring process. 

Once companies start to truly understand the power of the data at their disposal, the way in which they recruit talent, and indeed retain them, will change.

Generation Z 

Gen Z have now infiltrated the job market and they have different views on jobs and careers compared to the Millennials counterparts.

As such, recruitment strategies need to be altered to attract Gen Z talent in line with their values: 

  • DE&I: Gen Z expect companies to prioritise and value diversity, inclusivity and equality
  • Flexibility and remote work opportunities: Gen Z are passionate about work-life balance, especially post-pandemic
  • Automate and digitise the recruitment process: Gen Z grew up with technology, therefore they expect it in the recruitment process
  • Focus on selling the role: Companies need to be persuasive in job ads and throughout the recruitment process as Gen Z candidates know their value and how many opportunities they have

The main point to remember when recruiting Gen Z talent is that they want an employer who cares about professional and personal development, not just about money. 

Rapid changes to the candidate market, how they engage with companies and what they’re looking for has led to a number of developments for talent teams and within recruitment in recent months.

These trends look set to develop even further into 2022, but for those businesses trying to grow and capitalise on the ever-changing workforce, there are significant opportunities for success if they can get their strategies right.

Knowing what tools to use, how to engage with candidates and what to offer them will play a key role in the success of their recruitment in 2022.

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