The Indian economy took a heavy beating in the pandemic and is expected to recover in 2021-2022. Consequently, when it comes to hiring employees, today’s industries face entirely different sets of challenges influenced by Covid-19.
New talent acquisition strategies such as automated skills assessment and enhanced employer branding are becoming the standard. They’re replacing the outdated talent acquisition process and requisites.
For recruiting teams, no wonder the most crucial end-of-year goal is to develop a concrete action plan to improve their recruiting procedures.
This article explores seven talent acquisition strategies that hiring managers should look forward to, to stay on top of their game in 2022.
Top Talent Acquisition Strategies That Will Define 2022
Here are the top seven talent acquisition trends that TA departments should be aware of in 2022:
1. Nail virtual hiring
Since the pandemic, virtual hiring has grown in popularity to the point where it is currently the most common strategy.
In 2020 and 2021, virtual recruiting has aided orgs as an add-on to their hiring operations. It enhanced diverse hiring and attracted the most outstanding talent throughout the country, regardless of location.
Even though more businesses have reopened in the second half of 2021, virtual recruiting will continue to be a valuable tool for employers looking to save time, money, improve efficiency, and reduce worker turnover.
2. Prioritise internal hiring
Internal mobility has a lot of benefits, including more engagement, lower costs, and a quicker hiring process. But the most important use may be to improve retention.
Internal mobility and cross-pollination in the context of reskilling contingent personnel will be critical throughout 2022. As a result, internal hiring will remain a vital talent acquisition strategy for 2022. In addition, companies will continue to shift away from fixed jobs and turn to project-based, cross-functional employment as business changes.
3. Focus more towards DE&I
According to experts, recruiters will focus on diversity, equality, and inclusion (DE&I). This trend will flourish, especially because more candidates will base their job decisions on a company’s visible DE&I commitments. Almost all job seekers want to work for a company that values diversity and inclusion.
This isn’t a new notion, though; but the combination of increased awareness, talent availability, and geographic flexibility will continue to highlight the importance of investing in the right tools to help firms build more diverse teams. So you get the clue already…diversify!
4. Brand your organisation better
Create a simple brand message and tone of voice, so that job seekers know exactly what to expect as an employee. Your employer brand has an impact on your talent acquisition process every day, whether you recognise it or not. So, what does it have to say about you?
If you want to recruit top tech talent, you must demonstrate that your company is a fantastic place to work. Consider it an essential component of your overall marketing plan.
Posting videos of your workers explaining why they enjoy working, is a terrific approach to include in a talent acquisition strategy.
5. Become niche experts
Niche industry knowledge will be one of the most critical aspects of successful recruiting in 2022, focusing on long-term talent retention.
To effectively recruit for difficult positions and speciality responsibilities, a recruiter must understand the ins and outs of specialisation.
The app development sector, for example, is expanding, but it’s also becoming more sophisticated and diverse.
A modern app development agency will handle everything from app development to branding and marketing, positioning, website development, and more, requiring highly specialised talent for various roles.
This is just one reason why a forward-thinking recruiter should specialise to become the greatest and most sought-after recruiter in the market.
6. Deliver omnichannel experiences
Recruiters must synchronise their recruitment strategy to provide a smooth omnichannel experience to talented workers as recruitment becomes increasingly cross-platform.
You can’t hope to recruit these days effectively if you only use one or a few trusted channels – you have to engage potential candidates across all relevant touchpoints.
This includes any online and offline touchpoints where potential talent could be lurking. Rather than simply using these touchpoints to promote vacant positions and companies, you should use them to provide a seamless recruitment experience by tailoring the process to the channel that best suits the candidate.
7. Integrate ATS
An applicant tracking system (ATS) is software that helps keep track of your whole talent acquisition process. As a result, it aids in the management of candidates and the reduction of time-to-fill.
ATS in recruitment keeps track of all operations in the recruiting department, from posting a job online to making a job offer.
ATS analyses all of your applicants’ data to filter out and prioritise your potential recruits based on factors such as candidate experience and skills.
Current recruiting technology, digital platforms, and automation allow for a more aggressive talent-seeking process. And proactive recruiters will continue to dominate the recruitment market in the coming years following these trends.
More employee search tactics can produce better outcomes with additional factors, including corporate branding, remote work, and ATS systems.
For more recruitment-related posts, head over to the CodeQuotient blog now. Send us an email at info@codequotient.com if you’d like to learn more about how CodeQuotient can assist your company in hiring the greatest tech talent.
