Hiring suitable candidates has always required hard work and vigilance, but the current job market has made this process even more challenging. While hiring managers have seen difficult times in the past, succeeding at talent acquisition in 2022 will undoubtedly require nimble thinking and responsive action.
Acknowledging that hard times may be ahead, however, is a major part of the solution. This realization opens the door to proactive steps to improve recruitment. The pandemic, inflation and many other issues will make talent acquisition in 2022 a tough endeavor. By understanding what you\u2019re up against, though, you can improve your organizational success.<\/p>
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If you\u2019re having trouble hiring new talent<\/a>, you already know we\u2019re dealing with an unprecedented job market. Inflation not seen in decades, a pandemic, and the mass job abdication known as the Great Resignation could cause issues independently. When they occur simultaneously<\/a>, the real problems begin. While improving retention<\/a> is an essential aspect of running a successful company, so is talent acquisition. Most organizations realize this and share similar priorities, but many face the same roadblocks as well. Recognizing these priorities and challenges is a necessary component of succeeding in the current labor market.<\/p> These points likely already hit home for many hiring managers; most organizations are coping with some combination of these hiring priorities and challenges. While this may make some feel better \u2014 they\u2019re not alone in their struggles \u2014 it also means they\u2019ll have a more difficult time with talent acquisition in 2022. Many of these companies are competing with each other more fiercely than ever before for the same candidates.<\/p> Since organizations are often trying to attract the same candidates, it\u2019s important to be as appealing as possible to job seekers. Quality applicants are calling the shots, and when they accept a position they\u2019re often in the best circumstances to negotiate<\/a> and demand higher compensation in their offers. This doesn\u2019t mean hiring has to be painful, but there are a few needs you should focus on meeting:\u00a0<\/p> Security<\/strong>: Talent acquisition in 2022 must focus on security. People want to know they won\u2019t be out of a job in a year, and they also want to know you\u2019re taking their health seriously. Everyone who works in recruitment and hiring is living in a new world. It may feel disorienting, but it is also ripe with possibilities for job candidates and companies alike. If you pay attention to what candidates are looking for and take it seriously, you\u2019ll attract higher-quality applicants and improve the chances of retaining them.<\/p> There are many ways to excel at talent acquisition in 2022, but speeding up the hiring process deserves its own section. Did you know that over 60% of professionals lose interest in a position if they don\u2019t hear back within 10 business days<\/a>? This statistic has likely worsened now that candidates have so many possibilities in the labor market. With 2022 on the horizon, it\u2019s time to turn all these considerations into actionable steps: While the job market is always in flux, the cumulative effects of the pandemic, the Great Resignation and inflation have created a perfect storm for hiring managers. Procom recently surveyed over 1,000 knowledge workers to discover how and where they prefer to work as offices re-open across North America. \u00a0 \u00a0<\/p>\t\t\n\t\t\t\t\t\n\t\t\t\t\t\t\t\t\tDownload report\n\t\t\t\t\t<\/a>\n\n\n
Many people were forced from the job market when the pandemic hit. But as businesses began to reopen, they ran into an obstacle with talent acquisition. Countless individuals found new income streams, and with so many companies hiring, job seekers also had a variety of options. This made it even trickier to attract and retain great talent.
Even worse, one recent survey found that 95% of the workforce is actively considering quitting<\/a>. The appeal of higher-paying jobs is simply too much for some people. And while inflation will eventually correct, the combination of selective workers, more competition and better options has likely permanently altered the employment landscape.<\/p>Improving talent acquisition in 2022: Hiring Priorities and Challenges\u00a0<\/h1>
Hiring Priorities\u00a0<\/h3>
\u2022 Making candidates feel safe with onsite work\u00a0
\u2022 Managing virtual onboarding and recruiting\u00a0
\u2022 Improving candidates\u2019 hiring-process experience
\u2022 Integrating technology to streamline the hiring process<\/li><\/ul>Hiring Challenges<\/h3>
\u2022 Many applicants simply don\u2019t have the necessary qualifications\u00a0
\u2022 Internal recruiting capabilities were diminished over the past two years
\u2022 Top-quality candidates often have competing offers<\/li><\/ul>What Job Candidates Want<\/h3>
Flexibility<\/strong>: Workers found a new measure of flexibility during the pandemic (e.g., flexible hours, work environment, etc.), and they\u2019re unlikely to give it up.<\/p>
Education\/Training Opportunities<\/strong>: Employees want to excel at what they do. Doing so provides a sense of purpose. You can offer this by creating continued training and education options.
Opportunity for Advancement<\/strong>: One of the most significant retention issues, according to workers, is that employees don\u2019t see advancement opportunities<\/a>. No one wants a stagnant career.
Shared Values<\/strong>: This will be an issue with talent acquisition in 2022 and years to come. Employees want organizations that share their values. Make your values clear from the start.<\/li><\/ul>Talent Acquisition and the Need for Speed<\/h2>
On top of that, drawn-out interview processes can damage your organization\u2019s reputation. Over one-quarter of job applicants say they\u2019d leave a negative review for a company if they felt they were strung along during the interview and hiring process. This could dissuade quality candidates from even applying with your company.
For these reasons and more, it\u2019s imperative to make an upfront time investment in hiring. By the time you schedule a third interview, a competitor may have already swooped in with an offer. While this initial commitment may be more time-consuming than you\u2019re used to, it will be a vital aspect of talent acquisition in 2022 and for years to come.<\/p>Strategies to Improve Talent Acquisition\u00a0<\/h3>
Shorten time-to-hire<\/strong>: Qualified job candidates often have multiple offers and move quickly. To win the best candidates and maintain your workflow, it\u2019s critical to act with haste.
Improve the value of limited time<\/strong>: Since time is limited, make the most of it. Consider the following as applicable:
\u2022 Know precisely what you’re looking for and what you can offer, not just a range of skills and salary levels
\u2022 Do your homework on every candidate promptly
\u2022 Focus on more than just skills
\u2022 Provide a sample assignment or case study
\u2022 Make the most of the interview process by limiting the number of interviews but involving more decision-makers in each meeting.
\u2022 Listen to the candidate to understand their key drivers<\/p>Don\u2019t Wait to Improve Your Talent Acquisition Strategy<\/h3>
There are far more open positions than job seekers, and finding qualified candidates has become perhaps more difficult than ever before. This is why it\u2019s crucial to act with urgency when seeking talent for your organization.<\/p>The Voice of Talent: Return to the Office Report<\/h3>
The Voice of Talent Report offers actionable insights into what workers expect in relation to mandatory vaccinations, remote work preferences, The Great Resignation, COVID-19 safety measures and more.
Access your complimentary copy to discover how to attract talent in 2022:<\/p>