The search for new employees is an interesting, but not easy process. What’s hot in recruiting right now? You’ll find answers in the article where we describe top trends in the HR area.
2020 and 2021 have shown that a good HR strategy must be flexible. Many companies have been forced to quickly adapt to new circumstances, including HR departments.
This is why HR leaders need to keep up with HR trends and adapt their processes accordingly. We analyzed studies of the most famous companies and identified seven interesting HR trends in 2022. Let’s explore them!
Trend #1 Work-from-home culture
To keep employees as engaged as possible, many are trying to virtually replicate office rituals, from coffee breaks and chats to a virtual office space.
About 35% of workers would like to continue working fully remotely, but this nature of work leads to employees feeling disconnected from the social aspects of working in the office. Companies that can bridge this gap between online and offline can create a more collaborative work environment.
Trend #2 Using AI tools in recruiting process
While previously HRs had to go through many steps to select a worthy candidate, now they save their valuable time thanks to artificial intelligence tools for recruiters.
HR bots can significantly relieve corporate HR departments: they can already search, and process hundreds of resumes, as well as:
- learn on the basis of conversations with real people;
- recognize a relevant resume;
- determine the suitability of the candidate for the vacancy;
- conduct an initial interview;
- offer suitable vacancies to the candidate;
- answer questions about the company;
- solve the problems of onboarding new employees;
- help the applicant fill out a resume and find a suitable vacancy.
Trend #3 Virtual interviews
In the new reality, the resume may disappear. Companies from all industries worldwide are interested in skills that are difficult, if not impossible, to evaluate on a resume. Among them are power skills aka soft skills. These qualities can be easily tested through virtual job interviews. Also, since virtual interviews are now the norm and easy for companies to conduct, they seem to have supplanted resumes as the first step in screening candidates.
The subtrend for virtual interviews is pre-recorded videos about the company. They can be easily created by recruiters using video editing tools and sent to potential candidates so that they also understand if the brand shares their personal values and views. A win-win solution for both sides. The only thing to consider is a unified video format so that every candidate can open the clip about your company on any possible device. So always have a video to mp4 converter at hand.
Trend #4 Applying modern screening tools
While talent tests and other recruitment evaluation tools have been available for decades, many businesses still analyze applications and conduct interviews the old-fashioned way. While this strategy has its advantages, it cannot give precise quantitative data about applicant abilities.
Employers may use skills tests to assess candidates more efficiently and streamline the recruiting process. The last has become vital as businesses strive to hire qualified employees before they find work elsewhere. Skill assessments can also be used to screen out unqualified candidates.
Trend #5 Reaching out to a new generation of workers
To attract top talent, leading organizations are displaying their employer brand in new and exciting ways, since the outdated hiring technologies repel Gen Zers.
A strong and relevant social media presence is no longer an advantage – it’s a must. Generation Z will explore your employer’s brand through social media more than any other generation. In addition to LinkedIn, Gen Z researches employers through Facebook, Instagram, Snapchat, and TikTok. In fact, TikTok recently launched TikTok Careers to get closer to the Gen Z recruitment market.
Trend #6 Emphasis on kindness and sincerity
The work picture that promotes the traditional “boss-subordinate” hierarchy has long since faded into obscurity. Employees are no longer viewed as “little cogs” supporting the operations of a vast corporate machine.
Every employee is now a vital part of the firm. As a result, experts pay increasing attention not only to the company’s product but also to the good acts linked with the brand; they believe it is crucial that employers give to charity and help others.
The humanity behind the company name is especially relevant now, and many candidates will be more willing to consider such employers.
Trend #7 Turning to talent networks
Business executives and recruiters that are continually seeking for new methods to locate the top candidates may find it very beneficial to tap into both internal and external talent networks.
- Networks of internal talent. One of the best methods to find qualified future workers is to create ecosystems of candidates, employees, followers, alumni, and even clients. It’s similar to your internal LinkedIn where you can be hired.
- Networks of external talent. Firms may now locate potential applicants in minutes thanks to the development of special platforms. Rather of waiting for experts to apply through corporate websites, recruiters may simply leverage the talents, speed, and scalability provided by communities and digital platforms. This is immediate access to pre-screened applicants.
Work for the future
Great HR managers build their work for the future and don’t just fulfill applications for new employees. They know in advance which employees the company will need in the future, and begin preparations in advance. This is already high-level in recruiting, but for this, you need to be aware of the company’s development plans.
In order to understand what kind of employees the company will need in the future, we advise you to agree with the manager and take part in top management meetings where plans, projects, and tasks of the company are discussed. At such meetings, it becomes clear whether the available human resources are enough for future projects or not.
Knowing the development plans for the product and the company, you will understand in which direction you will need to focus your attention in a couple of months. And in advance, you will begin to collect a suitable database of candidates that you can offer to the customer when they are needed. This will save time for both you and the company.
HR Future Staff Writer
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