Recruiting trends 2022: 7 trends you need to know about

Inhalt

1. Why is it important to know the latest top recruiting trends?

2. What is an applicant-driven market?

3. The future of recruitment

4. The 7 key recruiting trends in 2022

5. Recruiting Trend No. 1: Salary Transparency

6. Recruiting Trend No. 2: Innovative additional benefits for employees

7. Recruiting Trend No. 3: Social Media Recruiting

8. Recruiting Trend No. 4: Hiring for soft skills; training for the job

9. Recruiting Trend 5: Emphasis on employer branding (EB) and corporate values

10. Recruiting Trend No. 6: Data Driven Recruiting

11. Recruiting Trend No. 7: Increased use of technology

Why is it important to know the latest top recruiting trends?

As the scope of HR responsibilities continues to grow, it's important to stay on top of the latest HR trends so that you can continually improve as an HR professional.

After all, by staying up to date on the latest recruiting trends, you're showing that you're committed to your job and always looking for ways to improve your company.

But why is it important to know the Recruiting Trends 2022?

Well, because employers are increasingly having to compete for the best talent. 60% of companies say that finding qualified candidates is their biggest recruiting challenge. And this is because the job market has long since transformed into an applicant-centric market. 

What is an applicant-driven market?

We speak of an applicant-driven market when there are more vacancies than employees. This often occurs after an economic recession or during a period of strong economic growth. In this case, employers must compete for talent and may have to offer higher salaries, better benefits and other perks to attract the best candidates.

We are in such a post-pandemic phase, and therefore the entire process of recruiting must change.

But what does the future of recruitment look like?

The future of recruitment

Die Zukunft der Personalbeschaffung sieht ganz anders aus als noch vor ein paar Jahren. Angesichts des technologischen Fortschritts, der Veränderungen in der Belegschaft und der sich ständig ändernden Anforderungen der Arbeitgeber müssen Personalleiter anpassungsfähig und kreativ sein, um erfolgreich zu bleiben und deshalb stellen wir in diesem Artikel 7 Trends vor, die in Zukunft eine immer wichtigere Rolle spielen werden.

The 7 key recruiting trends in 2022

We have identified the 7 key recruiting trends for 2022: 

1. Salary Transparency
2. Innovative benefits for employees
3. Social media recruiting
4. Hiring for soft skills; training for the job
5. Emphasis on employer branding and company values
6. Data-driven recruiting
7. Increased use of technology

Recruiting Trend No. 1: Salary Transparency

The days of keeping salaries secret are numbered. To attract top workers, employers need to be more open about what they pay their employees.

This trend has already taken hold in some industries, with companies like Buffer leading the way. But for salary transparency to become the norm, more HR leaders need to get on board.

But how do you manage to be more transparent with your salaries?

How to make the salary structure in your company transparent?

One of the most important recruiting trends for 2022 is salary transparency. To attract and retain the right candidates, companies need to become more transparent about compensation. This means sharing salary ranges with candidates during the hiring process and being open about how raises and promotions are determined.

So there are several ways to make your salary structure more transparent. One is to use a salary benchmarking tool like PayScale. This allows you to compare salaries in your company with those of other companies in your industry. You can also survey your employees on a regular basis to get feedback on salary levels and whether they feel they are being paid fairly.

Another way to increase transparency is to tie pay directly to performance. This could mean giving performance-based raises or bonuses, or making promotion decisions based solely on whether an employee has met or exceeded goals.

Whatever system you use, make sure it is clear and communicated to all employees.

The benefits of wage transparency for your company

• Your employees feel more valued when they know how much their company values their skills and experience;
• Transparency helps narrow the gender pay gap;
• Transparency can also help attract and retain the right candidates.

The disadvantages of wage transparency your company

• Transparency can lead to jealousy and power struggles among employees;
• Transparency can complicate budgeting and salary negotiations;
• Transparency may not be practical for all companies.

Recruiting Trend No. 2: Innovative additional benefits for employees

When you hear the term "benefits," you may think of supplemental dental benefits and retirement plans. But to attract top talent in today's competitive job market, employers need to get much more creative with their fringe benefits.

Innovative employee benefits include:

• On-site childcare
• Unlimited paid vacation days
• Gym memberships 

While these types of benefits were once considered "perks," they are now seen as necessary by many employees. After all, offering these benefits will not only help you attract better applicants, but it will also help you retain the excellent employees you already have.

The benefits of innovative additional services for your company

• You can help attract and retain top talent;
• They can help make your employees feel valued and appreciated;
• they can help improve employee morale.

The disadvantages of innovative additional services for your company

• They can be costly;
• They may not be practical for all companies;
• They may not be popular with all employees.

Recruiting Trend No. 3: Social Media Recruiting

Social media has become one of the most important tools for recruiting and active sourcing. To reach top workers, companies need to have a strong social media presence.

Indeed, the rise of social media has changed the recruiting landscape. Recruiters used to post open positions on job boards and wait for applications. Now, they're using social media to actively search for candidates.

If you want to stay ahead of the curve, you need to start using social media for active sourcing of talent. Here are some tips to help you succeed:

• Use LinkedIn: LinkedIn is a great platform for finding passive candidates. You can search for potential employees by location, industry and keywords.
• Use Facebook groups: There are a variety of Facebook groups geared toward job seekers. These groups are a good place to find active candidates who are already interested in new opportunities.
• Follow relevant hashtags: hashtags are a great way to find candidates who are actively looking for jobs. Follow relevant hashtags on Twitter and Instagram, and you're sure to find some qualified candidates.

The advantages of recruiting via social media for your company

• This creates a great opportunity to reach passive candidates;
• Cost effective recruiting method;
• You can target specific groups of people.

The disadvantages of recruiting via social media for your company

• it can be time consuming
• it may not be effective for all companies;
• it can lead to bad publicity if not done right.

Recruiting Trend No. 4: Hiring for soft skills; training for the job

It's no secret that the COVID 19 pandemic has changed the way we work. And as we move toward a post-pandemic world, many of those changes will remain. One of the most important changes is the way we view and value soft skills.

Soft skills are more important today than ever before. In fact, a recent study by Harvard Business School found that soft skills will be even more important in the coming years than they are today.

So what does this mean for HR managers? Well, first and foremost, it means that you need to think about how to incorporate soft skills into the hiring process and then train the candidates in question for the job you're trying to fill.

The good news, however, is that there are a number of ways to do this. Here are a few tips:

• Identify the soft skills that are most relevant to the job you're trying to fill.
• Use behavioral interview questions to assess candidates' soft skills.
• Use pre-employment assessments to measure candidates' potential for success in the position.
• Offer training and development opportunities that focus on soft skills development.

The advantages of this approach for your company

• This allows you to hire employees with the right attitude;
• It is a more cost-effective way to recruit;
• It leads to better employee retention.

The disadvantages of this approach for your company

• Finding candidates with the right mix of soft skills can be difficult;
• Training employees for a specific job can be time consuming and expensive;
• Not all employees can be successfully trained.

Recruiting Trend 5: Emphasis on employer branding (EB) and corporate values

The talent shortage is only going to get worse in the coming years. To combat this, recruiters need to focus on your EB, your company values and your candidate experience. After all, this is how they can improve their search for top talent.

Here are some tips on how you can accomplish this:

• Make sure your website and social media platforms reflect your company's values.
• Create content that reflects the experience of your employees.
• Highlight your company's unique selling points.
• Offer competitive benefits and perks.
• Offer opportunities for professional development.

The benefits of better employer branding and clearer corporate values

• Employer branding can help make it easier to find top talent;
• Good EB can improve employee morale;
• Clear corporate values can help create a more positive image for the company.

The disadvantages of better employer branding and clearer corporate values

• Can be very costly;
• May not be practical for all companies;
• May take a lot of time and effort to implement the two items.

Recruiting Trend Nr. 6: Datengetriebenes Recruiting

In today's working world, data is everything. And that's especially true in the world of recruiting.

HR managers therefore need to start using data more effectively if they want to stay competitive. That means using data to find out where your best employees are coming from and what types of candidates are most likely to be successful in your organization.

By collecting and analyzing this data, you can make better decisions about your HR strategy. That way, you'll be able to attract and retain top talent more effectively.

The benefits of data-driven recruiting for your company

• Top talent is found more effectively, selected more efficiently, and thus hired more frequently;
• The right data can help recruit staff more cost-effectively;
• Good data can help make better decisions.

The disadvantages of data-driven recruiting for your company

• A software must be selected;
• Data must be properly analyzed;
• Can take a lot of time and effort and tie up staff.

Recruiting Trend No. 7: Increased use of technology

The use of technology in recruitment will continue to grow and change the world of work in 2022. For example, employers will use applicant tracking systems (ATS) to identify and track potential candidates. Social media will also be used to reach out to potential candidates and learn more about their qualifications.

5 technologies you should use for your recruiting

• Applicant Tracking Systems (ATS): Use an ATS to identify and track potential candidates.
• Social media: Use social media to reach out to potential candidates and learn more about their qualifications.
• Job boards: use job boards to post open positions and attract candidates.
• Recruiting software: Use recruiting software to automate the recruiting process and its content.
• Video Interviews: Use video interviews to screen candidates remotely.

Advantages of using new technologies in recruiting

• Access to a larger pool of candidates: You can reach a larger number of potential candidates if you use the right technologies in your recruiting efforts.
• Increased efficiency: you can save time when you use technology to automate part of the recruiting process.
• Improved accuracy: You can leverage data from applicant tracking systems to make more informed hiring decisions.

Disadvantages of the use of new technologies in recruiting

• Requires investment: You'll need to invest in applicant tracking systems and other technology tools.
• May not be personal: Some candidates prefer a more personal approach.
• The candidate may not be qualified: Even if a candidate looks good on paper, they may not be ideal for the job.

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