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Recruiters Will Continue to Adapt in 2022

Recruiters Will Continue to Adapt in 2022
Written by publishing team

Talent acquisition professionals continue to face recruitment and hiring challenges in the second year of an unprecedented job market characterized by record turnover and job openings, increasing pressure, and dramatically changing candidate expectations.

Agility is the key factor in successful hiring, according to the annual Recruiter Nation survey of more than 800 U.S. recruitment professionals conducted by talent acquisition software company Jobvite.

“Things have changed very quickly, and we’ve found that recruiters are becoming better able to adapt to job market trends,” said Keri Gilliam, Vice President of Marketing at Jobvite.

“Recruiters are understaffed, yet they have to hire more than before amid a talent shortage.”

But when there is a significant challenge, she said, there is also a significant opportunity: “Recruiting teams are using more external workers, looking at different sourcing channels and rethinking role requirements. If companies can invest in their hiring teams and rethink a value proposition. Employee, great opportunity.”

Here are some of the key findings of the report as recruiters look ahead to what is expected to be another strong market for candidates in 2022.

Changing priorities

According to Jobvite, improving the quality of hiring over the next 12 months is the top priority for recruiters surveyed. Experts say these ambitious forecasts may be a result of the crisis employment that is taking place in many sectors. Employers desperate to fill roles may consider that the effectiveness of these hirings should be assessed and addressed once the job market has stabilized.

The survey revealed interesting shifts in hiring priorities over the past five years. The biggest downward shifts in importance include areas such as talent talent and employer branding. The biggest upward shifts include investing in technology recruitment, process automation, and improving diversity.

“Companies are still focused on diversity, but the commitment of recruiters has fallen since last year,” said Amber Ferrari, Director of Marketing at Jobvite. “Recruiters are so overwhelmed right now that while it is still important to them, it is a luxury to think about it while they are inundated with open requisitions.”

Tim Sackett, SHRM-SCP, president of HRU Technical Resources, an engineering and design recruitment firm based in Lansing, Michigan, agreed, saying, “Most organizations have pushed development and development goals to the side because they desperately need talent right now.”

Gilliam said that investing in automation, in order to improve efficiency and allow recruiters more time to build relationships with candidates, is also relevant to the current job market, where recruiters are flooded with open-to-fill roles.

Sixty-four percent of recruiters expect staffing budgets to increase in the next six to twelve months, with the largest shifts in staffing investment moving toward external recruitment agencies and internal recruitment programmes.

“We’re seeing a lot of tug-of-war with the inner movement,” Gilliam said. “Everyone is afraid of the ‘Great Resignation’ and companies are thinking about how to retain their best talent.”

She added that companies that did not previously consider using an external recruitment provider or outsourcing company are doing so in increasing numbers.

“They are busier now than ever,” she said.

“A lot of recruits were laid off when the pandemic hit,” Sackett said. “Then the hiring process came back, and organizations were trying to figure out how to hire with fewer resources. HR heads tell me this is the hardest time to find recruits and recruiters’ salaries have gone up dramatically.”

Pandemic challenges

Recruiters expect to continue dealing with challenges in 2022 related to the pandemic, including addressing health and safety concerns; COVID-19 vaccination mandates; And whether the jobs are completely remote, on-site, or something in between.

“Organizations will lose talent if they do not adapt to candidate and employee expectations on these issues,” Ferrari said. “Recruiters have turned down candidate offers precisely because there was no flexibility built into the offer. Some form of flexibility has become less useful and more real.”

Talent acquisition professionals still feel pressured and overwhelmed. “For every success you take in one role, there are 10 more.” [openings] “It comes your way,” Sackett said. “On top of that, TA teams get beaten up by CEOs for not filling roles quickly enough.”

A simple solution is recognition from senior leadership. “Recruiters could probably use more technology investment, more budget to advertise jobs, but just showing appreciation goes a long way,” Sackett said.

Gilliam added that while recruiters are being tasked with recruiting more people from smaller applicant pools, “let’s not forget that they are people too, who play with children, school and home and are not excluded from these other challenges that everyone else faces during the pandemic.”

What do the candidates want?

Candidate expectations have also changed over the past two years, and workers are expecting more from organizations.

73 percent of recruits reported an increase in negotiating higher salaries between candidates and current employees — more than 20 percentage points since 2020. “I’m surprised it’s not higher than that,” Gilliam said. “Practitioners tell me companies have to pay a lot more for the same roles. Candidates are very familiar with their market value.”

Sackett said recruiters need to be aware of negotiating early in the process and closing candidates beforehand. “It’s hard for new recruits to learn the pre-closing process, but it only takes them to get burned by candidates a few times before you start realizing the value of locking them up early based on salary expectations.”

As for benefits, candidates still ask about traditional offers, including Medicare and 401(k) coverage, but new benefits are becoming increasingly popular, such as family planning, child care and parental leave. “Flexibility and childcare support have become an expectation by employers,” Gilliam said. She added that about half of the respondents said that more job seekers inquire about development and compensation initiatives than they did in the previous year.

Investing in technology

In addition to recruiters being flexible, survey results show that to compete for talent in the candidate market, employers need to improve the efficiency of the process. Recruiters use automation and artificial intelligence software to obtain, screen, schedule, and chat with candidates more than a year ago.

“Most companies are in dire need of more candidates, which requires them to roll out a broader network,” said Anil Darney, CEO and co-founder of Sense, an automated networking and engagement platform based in San Francisco. “To do this successfully, you need to have an automated technology platform in place to effectively reach five times or even 10 times more candidates. Then there is the situation where there are a large number of candidates for a position and now companies are tasked with finding the needle in the haystack. Using With automated technology, companies can more efficiently and quickly prepare the best candidates for the jobs available. Anything a recruiter does more than five times a day can and should be automated.”

Chat bots are one of the most commonly used tools, according to Jobvite. Just over half (51 percent) of recruiters surveyed said their organization uses chatbots in the hiring process.

“By using chatbots, recruiters can better qualify candidates before any human interaction,” said Darni. “This is the wave of the future and it talks about the consumption of how people search for jobs. Candidates want an Amazon-type experience of the company when looking for work. They want their information to be current and accurate, and they want their preferences to be remembered and also linked to sites they see fit” .

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