Last week we shared 10 recruitment trends for 2022. We explained how the competition for talent is not showing any signs of slowing down. Candidates hold the cards, and organizations must execute a recruitment strategy that will cut through an already saturated market to attract and engage talent. Are you equipped to enter the race for talent? Answer these 5 questions to find out:
The vast majority of jobseekers are looking for a flexible working arrangement. Every organization has a different definition for flexible working, so make sure candidates understand what this entails for your business. Not every company is able to offer flexible working arrangements, depending on the industry and nature of work. Other benefits like wellbeing offerings, financial benefits, and internal employee programs can be relevant and should be advertised throughout.
Organizational culture is the cornerstone of an employer brand. In fact, LinkedIn recently identified that globally, 40% of professionals identified colleagues and culture as their top priority when considering a new job.
It is key to invest in employer branding as organizations grapple with the challenges of a talent short market and changing candidate attitudes. These strategies should focus on leveraging current employees as brand advocates, recognition programs, and initiatives to bolster employee retention.
What initially began as a response to the pandemic has resulted in companies embracing the talent within and the corresponding benefits of appointing internal candidates to fill talent gaps in a competitive market. Across our EMEA client solutions, we have seen employee referrals as a source of hire double between 2020 and 2021.
In a shortage of newly available talent, it is worth considering where talent can be trained, developed, and reskilled. The largest pool of readily available talent might already work in your organization. In other cases, talent that is interested in working for you, but doesn’t tick all the boxes on the list of requirements, could be trained on the job.
The realm of social media changes quickly, as do the platforms that recruitment functions need to have a presence on. Social media users continue to share the experiences they have with their employers, calling out their interview processes, employee experiences and commitment to Corporate Social Responsibility. Social media is such a powerful tool in your recruitment strategy and whilst organizations need to be aware of the pitfalls and potential risks, a digital and social strategy should play a key role in attracting, engaging, and retaining talent. More and more, the conversation is led by social media users sharing their experiences, so focus attention on bringing positive employee stories to the forefront.
DE&I has long been on the agenda for recruitment teams. Recent research by the DMCG shows just how important DE&I continues to be for candidates. Over half of candidates state they would consider looking for a new job if their employer did not demonstrate a commitment to DE&I.
Additionally, candidates are most likely to take into account employee experiences and by assessing whether or not an organization has diverse management, as opposed to solely relying on broad DE & I statement across the recruitment journey. Though statements are an important first step, actions and lived experiences make a real difference.
Have you identified one or more areas of improvement in your recruitment strategy? An RPO partner can help you analyse, improve, and implement changes to your hiring strategy in scalable solutions that are tailored to your organization. Are you ready to enter the race for talent? Get in touch today.
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