Even before Covid-19, technological advances and methods of working were reshaping the way companies sourced and employed personnel, and the outbreak has just added to this fluidity. The old workplace is no longer relevant, and new employment models can be found everywhere. Talent, Diversity, and Inclusion are more vital than ever before, as new skills and abilities are in high demand.
According to research by the World Economic Forum:
According to LinkedIn’s analysis of job trends in 15 countries:
According to the Vice President of Advisory at Gartner, business leaders continue their focus on rapid digital transformation during the COVID-19, therefore, digital skills are now a top priority for all industries.
So, to win the war for talent acquisition in this modern workplace, human resource leaders will have to reconsider their traditional methods to hiring and recruitment trends. Complacency in the context of shifting business and talent demands might cost your company a competitive advantage.
Recruitment professionals must be aware of the hiring trends discussed in the following sections. None of the hiring and recruitment trends outlined are likely to fade away anytime soon.
The transition to a remote-first strategy has had a positive impact on talent acquisition in 2022. The benefits of remote hiring for firms are well known, but the key benefits for top HR professionals and recruiters are as follows:
A McKinsey report shows that increased diversity among employees and employers in organizations has resulted in better profitability.
These reports indicate that employees will begin to associate themselves with companies that have a transparent DEI policy and commitment as they become more conscious of social issues affecting them or even the communities around them.
To incorporate DEI policies, talent acquisition teams must:
Employer branding, which was already essential before the epidemic, has become a vital tactic for talent acquisition in 2022. The more a prospect understands about your firm, its mission, vision, culture, and purpose – and the more favorable their opinion is – the more likely they are to apply for a position and stay with your company. To create a strong employer branding, companies must: