Over the last twelve months, most businesses have found themselves pivoting to the ever-changing climate, and recruitment is no different. Recruitment strategies have had to adapt to change.
The remote home working culture and the skills gap are taking over the recruitment landscape, and many of us have had to adapt and reflect on new recruitment processes and practices to make it work best for this new normal.
A recent report by Centre for Economic Performance found an increasing number of people are leaving their jobs, with one in five employers raising issues of retaining staff.
Several factors have impacted retention and labour shortages, ranging from training issues, furlough, UK immigration regime, and early retirement, which leave many employers unexpected skills gaps.
Swati Dhingra, co-author of the report, believes improving skills is key to “addressing labour shortages”, and “promoting productivity, wages and social mobility”.
Recruitment plays a vital role in recovering from the Covid pandemic, yet it’s one of the many challenges businesses face within the Nottinghamshire region and throughout the UK.
What does recruitment look like in 2022?
As we enter a candidate-driven market the power has shifted. Candidates are more selective about jobs as they are aware of employers desperately seeking skills they posses. Candidates now also have a list of criteria they want from an employer, including flexible working culture, benefits and opportunities. Candidates want touch of a button application processes and reluctance to go through long-winded processes.
As it becomes harder to recruit the right candidates there is now a focus on staff retention, with employers trying to hold onto their talent in any way possible. Right now, employees 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 companies competing for the same technical talent, it’s increasingly difficult for growing businesses to match salary offers.
Networking recruitment
When traditional recruitment strategies start to limit companies reaching the talent they need to drive their businesses forward, we see companies networking to reach candidates rather than reaching the limited few actually job searching.
Networking and raising the corporate profile can be difficult if you don’t have the recruitment resources available to invest time into reaching out to potential candidates who are not actively looking for a new job.
A candidate that has been approached for a role brings different qualities to those who maybe desperate to leave their current employment and bring the excitement of a new challenge and the chance to work with a company that align with their values.
We expect to see a rise in digital attraction strategies and networking to reach those not actively looking as a recruitment technique that will continue to rise in 2022.
So in 2022, will you continue waiting for people to apply or will you try to reach a talent pool that aren’t actively looking but could be the perfect missing piece to your puzzle? Or will you reach out to a reputable recruitment agency with two decades of experience and a network of tools to reach the talent pool you need to drive your business towards your 2022 goals?