Recruitment Trends to Watch in 2022

2022 has been a big year for recruitment so far and we expect even greater change in 2023, given the significant trends that we’re seeing already. In this article, we’ll be taking a look at some of the top recruitment trends and changes in the industry and how they might affect recruitment.

1. Increasing availability of AI and Automation 

The increasing use of artificial intelligence (AI) in recruitment is inevitable. With the rapid advancement of technology, AI is becoming more and more sophisticated and claims to carry out tasks that were once thought to be only possible by humans. This means that AI will increasingly be available to screen resumes, identify potential candidates, and even conduct initial interviews!

There are both benefits and drawbacks to using AI in recruitment. On the plus side, AI can help companies save time and money by automating repetitive tasks such as resume screening. Additionally, AI can help identify candidates that may have been overlooked by human recruiters.

However, there are also some concerns about using AI in recruitment. For example, there is a risk it could lead to a loss of human interaction in the recruitment process.

As AI becomes more sophisticated, it will be interesting to see how it continues to change the recruitment landscape.

2. More Focus on Candidate Experience 

In today's job market, candidates are more empowered than ever before. With an abundance of choices and options, employers need to make sure that they are offering a positive and memorable candidate experience if they want to attract top talent.

Candidate experience will be the focus of recruitment in 2022. This means that employers need to pay attention to every touchpoint in the recruiting process, from the initial job posting to the final offer letter. By offering a seamless and positive experience at every step, employers will be able to better engage and retain candidates.

Some ways to improve the candidate experience include:

• Making the job application process as simple and straightforward as possible
• Providing timely feedback throughout the process
• Keeping candidates updated on the status of their job applications
• Communicating clearly and concisely
• Making decisions in a timely manner

3. Greater Use of Data and Analytics

In recent years, we have seen a growing trend of data and analytics being used in recruitment. This is only set to continue in the coming years, as recruiters increasingly turn to data to help them identify the best candidates.

There is a variety of reasons for this trend. Firstly, the ever-growing amount of data available means that there is more information than ever before that can be used to inform recruitment decisions.

Secondly, the use of data and analytics allows recruiters to make more objective decisions, rather than relying on gut feel or personal biases.

Finally, the use of data and analytics can help to speed up the recruitment process, as it can allow recruiters to quickly identify potentially suitable candidates.

So, what does this all mean for candidates?

It is important to be aware that recruiters will be increasingly relying on data when making decisions about who to hire. In addition, it’s also important to ensure that your online presence and CV are up-to-date and accurate, as this is the sort of information that recruiters will be using to make decisions.

If you are applying for jobs, it is worth taking the time to research the company and the role in order to understand what sort of data they might be looking at when assessing candidates. This way, you can ensure that you are presenting yourself in the best possible light.

4. Increased Use of Social Media and Other Online Platforms

It's no secret that social media and online platforms have become integral parts of our lives. We use them to keep in touch with friends and family, stay up-to-date on current events, and even find our next job. In fact, a recent study by StandOut CV had found that 79% of job seekers had used social media in their job search in the last year. In addition, it's not just job seekers who are using social media for recruitment purposes. Recruiters are increasingly using social media to find candidates.

How will this impact the future of recruitment? It's likely that we'll see an increase in the use of social media and online platforms for recruitment in the coming years. See page 15 & 72 of this free report for a detailed analysis of social media use for sourcing candidates.

There are a few reasons for this recruitment trend:

• There is a growing number of people who are actively using social media and online platforms. As of January 2022, there were 4.62 billion active social media users worldwide. This number is only going to grow as more people get access to the internet.
• Social media and online platforms provide recruiters with a wealth of information about candidates. Candidates' profiles can give recruiters insight into their interests, skills, and experiences. Additionally, many social media platforms allow recruiters to view a candidate's activity and see how they interact with others online.
• Using social media and online platforms for recruitment can help recruiters reach a larger pool of candidates. In the past, recruiters were limited to advertising open positions in newspapers or job boards. However, social media and online platforms allow recruiters to post open positions and reach potential candidates from all over the world.
• Social media and online platforms are cost-effective recruiting tools. Recruiters can use them to reach a large number of people without incurring significant costs.

5. A Move Towards More Flexible Working Arrangements

With the rise of the gig economy and the popularity of freelance work, employers are increasingly looking for ways to attract and retain top talent. One way they're doing this is by offering more flexible working arrangements.

According to a recent survey from DMEXCO, two-thirds of companies are now offering remote working solutions. In addition, the survey had found that a fifth of the 1,000 HR managers (approximately) that were surveyed had said that their company allows a four-day week.

Offering flexibility can help employers appeal to a wider pool of candidates, including those who might not otherwise consider their company due to location or other constraints. It can also help retain employees who might otherwise leave for a position that offers more flexibility.

There are a few things to keep in mind if you're considering offering more flexible working arrangements. First, be sure to clearly communicate the expectations and parameters of the arrangement. Second, consider how it will impact other employees and team dynamics. And finally, make sure you have the right technology in place to support remote work, if that's part of the arrangement.

Offering more flexible working arrangements is a great way to attract and retain top talent. Just be sure to consider the implications carefully before making any changes.

As you can see, there are plenty of recruitment trends to keep an eye on in 2022! Which one of these recruitment trends will have the biggest impact on your organisation?

Contact Eploy for Applicant Tracking Systems (ATS) 

At Eploy, we offer highly adaptable Applicant Tracking Systems designed to help you find the best candidates for each and every job opening. Get in touch with our specialist team at Eploy to find out how we can help you meet your recruitment goals.