Considering the global talent landscape, businesses must update their recruitment processes by following the latest hiring trends to optimize the recruitment process in the post-pandemic world.
In the last few years, the world has been on its way to becoming more digitalized and advanced. Since 2020, the COVID-19 crisis has triggered large-scale digitization and cultural shifts within organizations across the globe. A major upheaval has occurred across industries with the central objective of expanding businesses and maximizing revenues.
8 trends organizations must adopt in their culture and policies
Here are the eight most significant hiring trends for 2022 for organizations to act on in order to build a competitive and attractive employer brand among candidates:
1. Mental health and wellbeing of employees
One of the most urgent needs in organizations at present is instituting policies for better employee mental health and wellbeing. Employees have been put under extra stress and exhaustion due to work pressures and safety concerns during the pandemic. This is a concern among both current and prospective employees and organizations must have the right policies and practices in place for it.
There must be clear and transparent communication between the employer and the employee about the nature of the work, the company benefits, fixed week offs, paid offs, etc. The organization must be attentive to the employees’ mental health before recruitment and while they are under their employment.
2. Employer branding
More attractive the employer’s branding is, the better are its chances of attracting good candidates. Companies with a positive employer brand receive more candidates during the hiring process. Employer branding impacts the recruitment industry strongly and helps to reduce the recruiting expense. It is an effective way to find the right candidate for some hard-to-fill positions.
3. Data-driven recruitment
The move to data-driven recruitment processes is one of the most defining trends since the past year and a half and will certainly be so in 2022 as well. Including data in the hiring process is more practical and gives measurable results to recruiters and business leaders. Your company can record metrics like cost-per-hire, time-to-hire, experience, qualifications, etc. The essential information will help you to enhance your hiring process and the probability of finding specialized candidates.
4. Virtual interviews
Companies have had to adapt to virtual interviewing tools and methods to recruit employees after the pandemic hit. A well-organized virtual interview with clear interaction makes the recruitment process efficient and successful. Online interview processes enable companies to access a wide range of candidates across the globe. The process is hassle-free and time-effective.
5. Remote working
After the pandemic, a high percentage of employees got introduced to remote working in 2020. Companies need to adapt to this system as a regular one or adopt a hybrid working model to optimize operations. Employees naturally expect work-from-home options and, if they can enjoy this facility in their companies, their performance will be better. Now is the beginning of an era where the workplace has shifted from the office to include employees’ homes as well. That is, at least until the world can truly get back to normal.
6. Diversity & Inclusion
Diversity and inclusion (D&I) is fast becoming a top hiring trend globally. Some companies have also introduced D&I officers to ensure whether the employees get access to resources provided by the company equitably and equal opportunities for growth. Diversity and inclusion practices that are woven into the company culture can help make a welcoming environment for an ethnically and gender-diverse workforce.
7. Upskilling
Since 2020, upskilling has been one of the top hiring trends for companies and brands, and it will continue further. The current global crisis has pointed out the deficit of skills and deserving candidates in the companies. Upskill means to train the employees with the needed skills and make the hiring process more resourceful.
8. Soft skills
For a long time, most organizations have undervalued soft skills, but after the pandemic hit, the focus on people skills and qualities such as emotional intelligence and empathy are being given more attention. This is especially relevant when hiring leaders to manage diverse, remote teams, and ensure everyone can perform their best through virtual collaboration. Soft skills such as communication, problem-solving, and critical thinking skills are essential for building teams, motivating employees, and forming mutually beneficial external partnerships.
4 hiring practices companies should do away with
In this section, we will discuss four outdated hiring practices which organizations must move away from to build strong employer brands and inclusive, growth-driving teams.
1. Complete reliance on HR managers
Job descriptions written by HR Managers can sometimes be repetitive and not give candidates the right picture about the scope and responsibilities of the job. Therefore, the respective functional department heads who will work with the new employee must evaluate the job description to give as much necessary detail as needed so that they attract the right candidates and save time.
2. Relying only on job boards
Posting open positions on job boards does not deliver the results one would expect. Investing time and resources sourcing candidates through job boards only can make the process lengthy especially in the absence of alternate sources and a strategy for using each channel.
3. One-sided interview processes
As interviews go online with video, transparent communication between the employer and candidates at the very first interaction is very crucial. One-sided interviews where interviewers dominate the discussion and do not ask the right questions are often ineffective. With the changes in skills and the need for intersectional competencies from candidates, interviewers must lay down questions and approaches based on the role they are interviewing for to get a complete picture of the candidate’s skills, aptitude, and personality.
4. Search for local candidates
Until recently, employers were rarely ready to relocate candidates from other cities due to the time and costs involved for both parties. However, after the COVID-19 pandemic hit, companies were driven to expand their hiring pools to include individuals from other cities and regions of the country and hire them to work remotely.
VBeyond Corporation can unlock hiring success for you
Recruiters must be prepared to adapt to a constantly changing market by being more flexible in their hiring practices to find and hire quality talent in the post-pandemic landscape.
As a talent acquisition solutions provider, we serve as the go-to partner and expert for organizations and industries and vertical. We believe in delivering the right candidate according to your specific needs, quickly.
We know the importance of selecting the right candidate. We use technology and years of experience extensively to source the best candidates who are skill and culture fit for your organization, applying bespoke strategies based on the nature of the business and industry.
