The hiring mindset isn’t changing, it’s already changed. If you are still looking at the prospective workforce with a pre-pandemic outlook, you’re in for a rough 2022. In the last twelve months, recruitment strategies have had to adapt to change. Hiring practices that were the norm in a post-pandemic world are now looking dated and downright ineffective. However, this is actually an opportunity for hiring managers wishing to bolster their ranks, zeroing in on the upcoming hiring trends for 2022 will make your company the place new and upcoming talent will want to call home.
The biggest and most significant change is the shift to a candidate-driven market. For the first time in a generation, there are more available jobs than there are candidates, and therefore the applicants hold more power than ever before. This means that recruiters and talent acquisition professionals will have to work harder to stand out and attract top talent. The world of recruitment is about to get a whole lot more exciting, and those who experiment and take risks are likely to win the race.
Once you receive the salary offer, don’t just counter with a higher number. Even if your research supports it, you’ll be more successful if you explain why you feel you deserve more. Highlight your strengths, detailing all the extras the firm would get from someone with your track record. Before negotiating, jot down concrete examples of how your skills and experience will benefit your new company’s bottom line. Possessing certifications or specialized technical skills, for example, can enhance your ability to do the job.
A recent LinkedIn analysis of work trends in 15 countries, shows that the most in-demand jobs for 2022 could all be done remotely and that 150 million new technology jobs will be created in the next five years. However, companies will need employees who can be physically present on specific sites to do the work that requires tangible interaction between teams and with clients. For instance, the roles that require people to discuss strategies, brainstorm, and ideate will require a physical presence in the office. Those working with sensitive data will also have to work within regimented and secure workspaces. More operational roles may not necessarily require people to come to the office and companies need to be open to the new world of remote working and flexible hours all around.
Diversity, Equity, and Inclusion (DE&I) are becoming a big priority not just for recruiters but employees who want to work for companies that have clear policies around pay parity, inclusive hiring, and a strong commitment to creating safe and responsive workspaces.
A diverse workforce brings diverse viewpoints and perspectives that are often overlooked in less diverse environments. Among other things, these elements can help develop great new products and new ways to cater to customers. Making diversity a priority is important, but so is creating a culture where people from all backgrounds feel included. Inclusivity is the key to maintaining (not just creating) workplace diversity.
Companies need to go beyond their usual tactics and consider actively recruiting and building a presence in diverse spaces. At Wavely, our woman-led, people-focused, diverse team is constantly exploring new ways of thinking and operating to engage human talent with opportunities to shine. Our diversity will help create an exceptional team for your company because we celebrate the value of unique perspectives.
Recruiters will have to work increasingly hard to meet the diversity and inclusion goals of their companies even as they compete with peers. Especially because of the much in demand, highly-skilled candidates would need employers to match their expectations for a desirable pay scale, bonuses, health benefits, and a flexible, safe, and responsive work culture.
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