Hiring Trends in the New Year
The hiring process has changed over the last year and will continue to change in 2022.
Culture Works believes that intentional hiring can be achieved in the new year with the use of role alignment and culture operations.
These are some of the tools that Culture Works uses with clients, but what other hiring trends are coming in 2022?
Proactive Recruitment
A buzzword that is being thrown around in the HR sector is “proactive recruitment.” Well, it turns out that proactive recruitment is more than a buzzword, it’s also a practical tool to utilize.
Proactive recruitment is exactly what it sounds like. A company might actively talk to candidates who are already hired in another role at another company. It sounds risky, but the main hiring trend of 2022 is that anything goes. The remote work culture has additionally made proactive recruitment more tangible in the workforce.
Remote Work is Here to Stay
LinkedIn did a worldwide analysis on the job market and determined that the most sought-after jobs in the new year are remote.
This can be explained for many reasons. One of the biggest draws towards remote work is that location doesn’t matter anymore! A couple of years ago, the “Are you willing to relocate?” section of job applications might have been a scary thing to check off. Now, relocating isn’t required as often.
How Does Remote Work Affect Employee Benefits for the Future?
Business Insider warns future job seekers to look out for “too good to be true” scenarios. This means that a company may offer a tight-knit community full of happy hours, free lunches, and other one-off perks.
While these offers are tempting, there are sometimes factors about the workplace that are not ideal to work in (despite the tempting happy hour offers).
Some questions to ask about benefits and company culture in 2022 might include:
- How does this company address burnout?
- How does the company implement work-life balance?
- Do employees feel they are working in a safe environment?
- How is communication handled in the office?
These questions are a starting point for understanding what companies are painting themselves as—compared to how they actually operate.
How to Narrow Your Search (AKA Avoid the Black Hole of LinkedIn!)
The remote workforce often means remote recruiting and hiring.
If your company posts a job offer, chances are hundreds of applicants are going to see the job posting on LinkedIn. So, how do you narrow down your talent search in the age of “one-click” job recruitment?
On LinkedIn’s blog, they highlight the best practices to use as a company using LinkedIn for hiring. Some of their main focuses for LinkedIn specifically include:
- “Convert your company followers into new hires
- Align your search and pipeline in one place
- Search for new talent based on the profiles of your current top performers
- Once you’ve found people who seem like a good fit, send them an effective InMail message”
These are all great tips for after people have applied for a job through LinkedIn, but the time is just as valuable as your own. How can you make the process as simple but effective as possible? Some great guidelines to follow include:
- Writing job descriptions that are detailed and very clear
- Use the Search Insights Feature available for recruiters
- Always, always respond, even if the response is a rejection of their application
The communication process through hiring has shifted. If a potential hire has spent an hour crafting a cover letter and application, and they never hear back regardless of the outcome, then there is less credibility tied to your business based on word-of-mouth.
Market Yourself to Potential Employees
If your company doesn’t have a marketing strategy, you’re already behind.
While your competitors are marketing themselves to clients and future employees on various social media platforms, you have stayed in the same networking circle.
People love and value the human side of a company. So, if your company isn’t ready to step into hiring an outsourced marketing agency, there are small steps you can take to start attracting high-value hires.
One of these steps is sharing client and employee testimonials and stories on LinkedIn or any social platforms your company has. This builds a trusting brand that new hires will be looking for when applying for jobs.
Top Skills to Be on the Lookout For
Okay, now you’re active on LinkedIn and have put effort into marketing yourself to potential employees — What’s next?
There are top skills that are being sought after in the 2022 job hiring market. These skills revolve around an individual being adaptable to situations and roles. Along with being adaptable, these following traits should be considered as a hiring manager listed by Hire Digital:
- Technology
- Problem-Solving
- Project Management
- Digital Marketing
- Team Player in a Remote Environment
Are you positive your company has a positive company culture? Oftentimes the positive phrases plastered over a company website don’t ring true for current employees. Learn more by reading the five signs you have a company culture on our blog.
