3 key recruiting trends for 2022

3 key recruiting trends for 2022

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1. Competitive

Fast-rising compensation is a clear indicator that the current level of competition in the talent market is fierce.  With many leaders wrestling with expectations for higher and higher salaries, Eryn puts it simply: “You have to decide as a company if you want to play that game.”

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2. Speed

2021 was the year when hiring fast became more essential than ever, and 2022 won’t be any different .  And while many variables impact a team’s ability to hire quickly, there are some tactical process changes that can make a huge difference with minimal disruption to your team’s current workflow. Some of the changes recommended by the panel:

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2. Speed

– Spend enough time up front when opening a req. This includes having a detailed meeting with the hiring manager, and making sure that the recruiting team understands exactly what competencies they are looking for in candidates.  Spending a little extra time at the beginning of the process can save a ton of time down the 

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2. Speed

road. Or as Hayli puts it, “If you don’t think you have time to do that work [at the beginning], you don’t need the req.” Arrange alternate interviewers right at the beginning of the process, so you have the flexibility to accommodate a candidate’s preferred schedule and time zone. Put the necessary systems in 

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2. Speed

 place so that you can collect accurate data around your hiring funnel, and then use those numbers when analyzing where there’s room to improve. Clear data makes a compelling case for streamlining the hiring process. Review your current hiring process, and make sure that each stage offers something unique to the candidate as well 

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2. Speed

as the hiring committee. (One way to achieve this efficiency: use an interview intelligence platform to enable asynchronous reviews).

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3. Expansive

Talent teams are in the unique position to make an outsize impact over the next 12-18 months, with many fast-growing companies hiring people that will soon become the next generation of leaders. Adding to this pressure is the fact that successful remote employees require additional attributes (intelligence, resilience, and operating within 

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3. Expansive

n ambiguity) that recruiters need to screen for in addition to role-specific skills and experience. And then there’s the ever-present challenge of maintaining a diverse candidate pipeline and making sure that a company’s hiring process is free of bias.  These are goals that every 

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3. Expansive

company shares, but it’s the talent leader’s job to make sure that there is accountability in place.

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