With the war for talent more competitive than ever, employers are getting proactive and experimenting with new hiring methods to win top candidates. Here are five trends you need to get on board with in 2022 if you want to stay ahead of the competition.
- Recruitment marketing
Recruitment marketing—the process of finding, attracting and engaging the kind of people you want to hire—isn’t a top-of-funnel activity, it’s pre-funnel. You need to think big and focus on attracting as many potential applicants to your careers page as you can.
There’s a different type of recruitment marketing for each stage of the candidate journey:
Awareness: Creating brand recognition so job-seekers know who you are and what you do
Interest: Making sure interested candidates like what they find when they research you, whether that’s blog posts, news stories or even Glassdoor reviews
Consideration: Guiding candidates who are considering the role towards applying.
- Talent pipeline strategies
The search for a new employee shouldn’t begin when the old one leaves. You need to be proactive to identify top talent fast and avoid “bad hires.” This means building a talent pipeline of potential hires, including previous interview candidates, previous interns and employee referrals.
With a well-structured talent pipeline, you can:
Improve your candidate experience
Increase confidence in your hiring decisions
A pipeline ensures you have a network of top talent that’s always accessible, making recruitment faster, easier and more effective.
- Social recruiting
It’s now more popular than ever to use social media to find, attract and recruit talent. A Glassdoor survey found that 79% of job applicants used social media as part of their job search. This means social recruiting comes with tremendous benefits for employers:
Reaching passive candidates
A great way to promote your company culture
Creating personal connections with candidates
What’s more, social recruitment is cost-effective, making it one of the favourite recruitment trends of 2022.
- Boomerang hires
Boomerang hires are exactly what they sound like: former employees who come back. Because they know the ropes and the expectations and can hit the ground running, they’re likely to be some of your best employees. 76% of HR professionals now say that they actively consider boomerang hires. Here’s why you should too.
Lower cost and shorter time-to-hire
They may be able to supply competitive intelligence
Try developing alumni networks to keep the lines of communication open with talented leavers.
- Internal movement
Promoting or moving employees around internally is generally a great, cost-effective way to help your people develop their skills, expand their network and boost their visibility. For you too, it means lower training costs and no need to bring new hires up to date with the company culture.
Internal movement can also boost employee retention; if an employee looks like quitting, think about finding a new challenge for them within your organisation. Matching people with positions that are a good fit for their skills and talents can encourage them to stay with you for the long haul.