5 staffing and recruiting trends for 2022

What awaits recruitment professionals in the next decade? Will the use of technology predominate or will companies prioritize their efforts to manage cultural change? staffing and recruiting trends are something that we have very clear.

In this article, we will talk about how HR managers and personnel selection leaders must know the latest staffing and recruiting trends. Therefore, they will not lose the current efficiency of their processes, or the positioning of their companies in the labor market. Likewise, they will find in these trends opportunities to improve their precision and have greater control over them.

  1. Projections in personnel selection
  2. Staffing and recruiting trends for the next years
  3. How can we help you get more information about staffing and recruiting trends for 2022?

1. Projections in personnel selection

1.1. Digital recruitment and innovation

The acquisition of talent has changed a lot in the last decade with the emergence of digital transformation. Also, leading companies to follow different strategies that will surely continue to deepen in 2022.

Inclusion of software and digital tools in the recruitment and selection processes to speed up the search for candidates, pre-selection, and communication. The use of video interview programs, the application of virtual forms. Also, automated communication and follow-up systems will increase. 

These, in addition, will gradually incorporate artificial intelligence and machine learning algorithms. In the Middle East, 28% of human resources and personnel selection leaders use artificial intelligence to filter CVs, and 81.9% use video interviews to meet their applicants.

Innovation in recruitment and selection, employees will start working under an agile mindset. This is because they will be influenced by the applications that use agile methodologies for their organization and dynamics that are already being implemented to optimize teamwork. Such as open workspaces, daily meetings, sprints, work by objectives, etc.

As a result, teams will be able to manage their time efficiently and cut down on selection processes. On the other hand, most modern companies already use gamification techniques. Also, serious games to evaluate candidates in real work situations.

1.2. Mobilization of internal talent

Although the search for external candidates can be streamlined, in many cases there are specialized, operational, or hierarchical positions that are difficult to locate due to the type of knowledge and skills they must possess.

Faced with this reality, the trend is to present different alternatives to employees to develop professionally within it. By allowing collaborators to find better opportunities in other geographical areas, being part of multidisciplinary teams or projects, or being included laterally in other areas and functions that represent a plus for their resumes, they naturally see continuing to advance within their careers. While generating growth for the company.

Referral programs is another way to use your internal sources to recruit talent is through the recommendations of your collaborators. Many times, to maintain their credibility and provide an opportunity to an acquaintance, they will refer you to suitable talent. Therefore, these processes tend to be highly effective in finding candidates who fit the needs of the position.

1.3. Employer brand

The employer brand has been an outstanding instrument  within the last decade, for the positioning of the corporate image, the improvement of internal relations, and promotion of the company as a good place to work.

Applying strategies to position brands to your employer brand communication is extremely effective. Because linking it to the experiences of collaborators and positive concepts humanizes your brand and is a non-intrusive way to position your message.

In this sense, through this strategy, you will promote your collaborators to be brand ambassadors. Sharing their own testimonials and increasing the credibility of your company as a good place to work. Your activity in the digital labor market must be careful. As well as respect clear community management guidelines, similar to those used by your marketing area.

The reason for this is that your social networks, your company page, or the job boards where you publish are the first points of contact with the candidates. Remember that, 80% of candidates use their cell phones to look for a job and that 47% have a negative perception of companies that use their pages on social networks too commercially.

1.4. Talent marketing and inbound recruiting methodology

Talent marketing is an arithmetical marketing plan to appeal and maintain a perpetual link with possible workers and employers. Specialists in personnel selection and human resources management have been optimizing the attraction of talent with some strategies. Such as the user experience (UX), the conversion funnel or conversion funnel, and inbound marketing.

Inbound staffing and recruiting trends methodology. Both this strategy and talent marketing recognize all the points of contact that the applicant and the collaborator have with the company throughout the employability cycle.

Based on these, the recruitment funnel is built. Which allows visualizing the personnel selection process, as well as the management of human resources jointly. With this, it identifies the stages where bottlenecks occur or where valuable candidates are lost to quickly propose strategies and, in this way, solve them.

In the case of the inbound recruiting methodology, tools such as the candidate person (adaptation of the buyer person) are used to outline the ideal candidate and design a recruitment experience that fits them. In addition, actions based on the production of valuable content are applied to educate, inform and entertain them.

1.5. Candidate experience or user experience

As we mentioned before, the user experience (UX), or candidate experience, has impacted the way companies treat applicants.

With the greater presence of companies in social networks, the treatment they provide in their selection processes is public knowledge. Negative actions in this can trigger a counterproductive “word of mouth” that discourages other applicants or threatens the reputation of the company.

93% of candidates mention that the lack of response to job applications is the most negative aspect they have encountered. Candidates today demand a seamless, one-on-one, multi-platform experience.

2. Staffing and recruiting trends for the next years

2.1. Recruitment will employ less, construct and use more

Among the trends in recruitment and selection of personnel to take into account for this year, is that of hiring less and borrowing more. In this way, you will be promoting the business of the company in which you are a recruiting leader.

You will see how in a short time, by applying these staffing and recruiting trends, the staff will generate results like never before. The learning and development team must work together with the entire human resources department. This, to be able to lead and build a rigorous program of internal hiring, instead of delegating this work to third parties.

But what does this mean? HR managers must aim, together with his team, to catalog the current skills of the employees. Also, link them with the job opportunities that exist in the organization. While, in turn, the learning and development team must help the employees fill any qualification gaps through customized training programs.

Facing unprecedented uncertainty and volatility, companies will also move away from static jobs in siled departments and toward cross-functional project-based work. Where employees shift to new projects as business needs change. In this way, the type of internal recruitment will be permanently active and will become the way of daily work of organizations.

2.2. Hiring will help the company be responsible for diversity

When the Black Lives Matter movement emerged, there were many companies that knew how to maintain a correct posture in the face of this situation. While others opted for silence. Today, we are aware that companies must raise their voices when there is a problem in society. And, from their role, help solve problems that may pose a risk to the population.

Ever since companies around the world pledged to support Black Lives Matter and show they are pro-diversity, candidates, employees, and consumers have been looking for ways to take action. In this context, the recruitment and selection process can undoubtedly lead to diversity from the moment a candidate is evaluated.

Remote work will greatly expand available talent pools. Allowing greater access to candidates from underrepresented groups and eliminating empty excuses that talent is not there.

Recruiters will not only offer a diverse pipeline of candidates. But they will also restructure hiring processes to reduce bias, from creating diverse interview panels to requiring data-driven reporting against diversity targets.

2.3. Virtual staffing and recruiting trend is here to stay

Many companies have not been left alone with the idea of ​​conducting virtual interviews or sending emails. However, they are now incorporating artificial intelligence tools, machine learning, and even chatbots to be able to carry out an agile recruitment process. Subsequently, saving time and cost for the team of human resources.

So, just as a hybrid work model will become the standard, a hybrid hiring process that mixes virtual and in-person elements will become the norm.

The challenge for organizations will be to refine their virtual processes. Also, find ways to add human touches back to their systems. Additionally, they will need to decide when to use virtual and when to use in-person, how they will optimize the candidate experience, and benefits of in-person assessments. And yet continue to take advantage of the speed and efficiency of virtual.

Candidates for entry-level positions can experience a completely virtual hiring process. This, without setting foot in the office until they are onboarded. Executive candidates, on the other hand, will continue to receive a more personalized process with numerous face-to-face visits.

2.4. Recruiters will lead the change to distant labor

The personnel recruitment and selection team will be a strong advisor to the company in terms of planning work teams. Remote work seduces with its promises of diverse talent pools, increased productivity and retention, and savings on salaries and facilities. Not to mention a smaller carbon footprint.

However, it also complicates planning with difficult considerations around compensation for a hybrid work model, capacity planning, company culture, technology, and employee visibility.

Recruiters are in a unique position to provide essential insights into this transition, with data-driven insights into where talent is and anecdotal feedback about what talent wants and needs. Knowing those concerns can give companies a competitive advantage, to address them quickly.

Something that human resources teams should not forget is to maintain motivation in remote work. As it is such a key aspect for the functioning of structures. Because remote work does not mean that collaborators should stay away with little communication with each other. Even in this situation, companies must be more present than ever with projects and initiatives that motivate their employees to give their best.

2.5. Your employer’s brand will depend on empathy and actions

As clients look to companies to take a stronger stance on social issues, recruiting leaders will increasingly focus on employer branding. Instead of showcasing the company’s products, benefits, and office services in polished marketing materials, they will showcase what the company is doing to support employees, customers, and communities in times of crisis.

The actions that companies take and the way they show empathy towards the problems of society will help to strengthen their employer brand. Because of this, recruiters will also be more empathetic and transparent. Subsequently, this will help improve the impression a candidate has of applying for a job.

3. How can we help you get more information about staffing and recruiting trends for 2022?

EOR Middle East offers assistance to both companies and employees. You can locate the ideal career opportunities with the best business in the Middle East with our help. We provide customized amenities for businesses looking to expand in areas such as:

From relocation services to help you build subsidiaries across the Middle East to immigration services to supplement your in-house personnel with foreign workers, we have got you covered. We ensure that your business grows while being in compliance with all requirements.

Do you want EOR Middle East to handle your recruiting process? You can contact us if you want to ask for our services. Reach us by email at [email protected]. Any of your questions will be gladly answered by our agents.

If you want to submit your resume for a job opportunity in our agency or one of the many others available, go to thetalentpoint.com. There, you can find a job offer that suits your requirements. You can also send your application via email through [email protected].

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