Talent Acquisition Trends 2022

As the year comes to a close, talent acquisition and recruiting teams throughout the world prepare their individual plans for the coming year. The best TA teams cover a variety of vital duties and address crucial areas such as:

  • Troubleshooting hiring processes
  • Going through the terminology in their job descriptions again.
  • Rethinking talent management.
  • Examining what it means to be a “qualified” candidate
  • Reworking where and how to find outstanding talent

1) Constant increase of data-driven hiring

  • Consistent, data-driven talent acquisition and recruiting tactics will become standard operating procedure. 

Talent acquisition executives of today guarantee that their teams have both data-driven attitudes and the necessary technologies to implement data-driven recruiting and TA initiatives. Those talent organizations who do not embrace data in 2022 (and beyond) will struggle to cope with sourcing talent, nurturing job searchers, and recruiting the best prospects in an efficient and predictable way.

2) The growing significance of automated nurturing

  • The most important factor in offering a superior candidate experience will be personalized, intelligent nurturing.

Manually emailing prospects takes time and effort. It’s also an outmoded, ineffective, and unsustainable method of cultivating connections with prospective employees and pushing them through the recruiting funnel. In 2022 and beyond, automated nurturing will be what eliminates the unnecessary complexity and inefficiency of manual communications while also ensuring your team’s candidate approach provides a customized touch. The most effective nurturing programs strike a balance between inventiveness and perseverance. They are also evaluated and improved on a regular basis (monthly or quarterly) to guarantee that each subsequent nurturing campaign outperforms the prior one.

 3) A greater emphasis on employee involvement

  •  Employee engagement will become more important as distributed workforces become more frequent.

The Great Resignation is still in full swing as of late 2021. Meanwhile, The Great Return (to the workplace) has come to a halt. The latter has led to a collective recognition among corporate executives throughout the world that dispersed workforces would continue to be widespread in 2022. As a result, organizations with in-office and at-home workers must revise their employee engagement activities. Organizations with strong values and a clear plan to keep employees engaged will ‘win’ in a competitive market — one in which hiring top talent for various jobs and teams is no longer simple.

By reconsidering how you engage your employees, you may increase retention and demonstrate to external applicants that your organization is capable of accommodating a scattered workforce – a possible competitive differentiation.

 4) An endeavor to promote the well-being of employees

  • Business executives, especially those in talent acquisition, will place a premium on mental health and employee wellbeing.

 Burnout is a genuine thing. To make matters worse, CEOs reported that employee well-being was the area in which their companies battled the most throughout the epidemic. Leaders must face it head on in 2022 (if they haven’t already). Recruiters, talent acquisition experts, and human resources professionals have been particularly severely struck by burnout in recent years. Aside from attempting to meet ambitious hiring goals, people in TA (Talent acquisition) and HR have had to adjust to major changes such as totally remote interviewing cycles and remaining in sync with other team members. 

As a result, it’s no surprise that an emphasis on mental health and wellbeing — as well as being adaptable to employees’ demands in terms of personal well-being — is increasingly required for all businesses to survive today.