If you expect to attract top talent in 2022, you should forget the traditional ways to recruit. In fact, recruitment nowadays is completely different than the way we have done in the past.
In the UK, the number of job vacancies in October to December 2021 rose to a new record of 1,247,000 according to the Office for National Statistics. But still, it seems that recruiting is not as easy as it used to be? Why? Because recruitment has changed, and we tell you why.
Market is now run by the applicants
Today, many employers are looking for the same knowledge and soft skills in their talent. The power has shifted. This is a really important thing to understand in current recruitments. Like all markets, the recruitment market is governed by the law of supply and demand. And since there is more supply than demand, candidates have a choice. They will take the time to study your offer, to compare it, to weigh up the pros and cons. Naturally, they will go for the company that offers them the best salary but also the best benefits and working conditions.
That is why it is always advisable to include in your job offer the benefits that your company offers to employees. This can be about the way of working (teleworking, hybrid mode, full office), leisure offers, fringe benefits or career development opportunities.
More selective they will be
As we just said, power has shifted. Candidates are more likely to wait for a job they truly want, a culture that suits their work ethic and a company that excites them. Employers need to make their workplace desirable by promoting what makes them unique and build a strong employer brand.
Particularly since the labour market has been welcoming the young workers of generation Z. These new talents, born in the digital age and used to instantaneity and speed, will be more easily attracted by a reactive and modern company.
Generation Z has done much to change the face of recruitment and has forced recruiters to put traditional methods on the back burner.
To recruit this generation’s talent, you need to understand their needs:
1. They hate to be bored.
Our advice: make sure you offer dynamic and challenging assignments.
2. They need to give meaning to their work.
Our advice: work on your employer image and your Coporate Social Responsibility policy.
3. They want pleasant working conditions.
Our advice: offer flexibility and benefits to retain them.
4. They communicate differently.
Our advice: don’t hesitate to adapt your tone and stay positive to motivate them.
Recruiting in 2022 means showing candidates that you take into account the well-being of employees in your company.
Employer Value Proposition is the Key
Employer branding is significant in 2022. As competition for talent rises rapidly, employers soon realised the importance of how both candidates and existing employees perceive them.
Employers will have to take a deep dive into their culture and decide what makes it unique but also sort of candidate that could thrive there.
A strong employer brand will also help you attract the attention of passive candidates. You know, those candidates who are not actively looking for a job but who are often very competent. If they are attracted by your employer brand, they may apply for jobs they would not normally apply for. Reaching passive candidates expands the potential talent pool massively.
Quick Application = High Volume of Applicants
Digitalisation continues to conquer all aspects of our daily lives. Recruitment cannot escape it. We are now used to doing things quickly, simply and from our phones or tablets. This applies to the recruitment process.
Make online processes easier to get more candidates. Every step of the candidate experience needs to be smooth, fast and intuitive so you don’t lose top talent along the way. By automating recruitment tasks, you reassure candidates, improve clarity and make decisions faster.
Because yes, one of the biggest trends is that candidates don’t wait any longer. No more waiting for weeks before giving an answer. Be quick to make sure you find the right candidate.
Remote Is The New Black
As we all know, remote recruitment is here to stay. And rightly so! Recruiting remotely means opening up to wider pool of talent, with no geographical limits. It also saves a lot of time for both the recruiter and the candidate. Indeed, more and more candidates would rather have a first contact on the phone or by videocall before meeting the recruiter, whenever possible. That’s why, if you haven’t already done so, you need to invest in the right tools for remote recruitment.
Put Your Data To Work
Data is everywhere. Sometimes we find ourselves drowning in this incessant flow. But data, when it is well exploited, analysed and segmented, is an incredible decision-making factor.
The right data will help you answer the most important questions when starting a recruitment process:
- Which channels bring in the most qualified candidates?
- What are the conversion rates per acquisition channel?
- What are the current job board prices?
To do this, make sure you have a tool that collects and segments the right data. You won’t regret it.
This post was written by Novative. They are an exhibitor on the HRTech247 Payroll, Time & Attendance floor in the Technology Hall here.
