Recruitment trends you should prepare for in 2022

Recruitment trends you should prepare for in 2022

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1. Candidate driven market

The biggest and most significant change that we’ve seen in the world of recruitment is the shift to a candidate-driven market.  With so many employers in desperate need of the same skills and talent, candidates have more options than they have in a long time and can also leverage more on salary and benefits. This means that 

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1. Candidate driven market

recruiters will have to work harder to stand out and attract top talent. The same tried and tested tactics may no longer be enough to win the race for in-demand talent. So in 2022, 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.

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2. More selective applications

Candidates can now afford to be pickier in their job search as they know employers are desperately seeking skills they possess.  This means they’re more likely to wait for a job they truly want, a culture that suits their work ethic and a company that excites them. Schools need to make their workplace desirable by promoting what makes them 

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2. More selective applications

unique, prioritising the attraction of a more diverse workforce, a focus on staff wellbeing and career development.  Plus, options like quick apply” will streamline the candidate experience and increase the volume of applications by up to 149%.

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3. Remote recruitment processes

It’s quickly become evident that remote recruitment is here to stay.  Some recruiters are simply realising that virtual interviews and remote recruitment is a time saving and efficient way of screening.  Candidates are beginning to expect remote interviews alongside this, at least at the 

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3. Remote recruitment processes

first stage. In 2022, find ways to embrace the remote recruitment process.  It will help you reach a wider pool of talent who aren’t limited by geography, will help your employer brand feel up to date and relevant and streamline the hiring process for your team.

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4. Bolder Employer Value Proposition

2022 is the year of employer branding. As competition for talent rose rapidly, schools soon realised the importance of how both candidates and existing employees perceive them.  In 2022, we can expect to see employer value proposition development like never before. Schools will have to take a deep dive into their 

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4. Bolder Employer Value Proposition

culture and decide not only what makes it unique but also the sort of candidates that could thrive there.

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5. Focus on retention

Right now, schools are having a rethink about their careers and in a candidate-driven market, there are more options available to them than ever before.  With so many schools competing for the same talent, it’s increasingly difficult for growing schools to match salary offers and the reputation of outstanding schools. 

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5. Focus on retention

Therefore, employer brand and refining people strategies are likely to come to the fore in 2022.

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6. A rise in data-driven recruitment

Where traditional marketing relies heavily on data and experimentation, recruitment marketing fails.  Recruiters often seem almost afraid of trying something new, let alone learning from less successful actions.  It’s as if they believe recruitment marketing platforms are there to fill roles, 

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6. A rise in data-driven recruitment

and anything less is seen as a failure or a waste of budget. In 2022 the mindset surrounding recruitment marketing needs to alter to favour data analysis, experimentation, and success measurement.  If we can master this, recruitment marketing will become a much more exciting element of recruitment.

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7. Reaching passive candidates

Passive candidates can often make better hires. Instead of being desperate to leave their current employer or facing unemployment, they’re excited by a school and its reputation and leadership team. This is a trend that won’t go away any time soon. Reaching passive candidates expands the potential talent pool massively and isn’t something 

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7. Reaching passive candidates

that employers can afford to miss out on. So 2022 will be the year of promoting your job ads to a broader market, not just for those who are actively looking for a new role.

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