The retention and recruitment challenges and opportunities in 2022

We’ve reached the point of the year where everyone is beginning to look ahead to 2022. The last year has been another interesting one and those recruiting have seen the jobs market turned upside down with The Great Resignation. Therefore, when it comes to identifying trends for the next year, it’s safe none of us really know!

However, employer challenges in attracting and retaining the best talent are expected to continue through 2022. In response, many organisations are taking action to improve the employee experience (EX) this side of Christmas.

Since the global pandemic, recruitment strategies have had to adapt to change. Hiring practices that were the norm are beginning to look old fashioned and ineffective. With remote working and skills shortages taking over, it is apparent that the recruitment landscape isn’t going to be the same as it was.  Recruitment marketing in 2022 is likely to alter to favour data analysis, experimentation, and success measurement. There will also be:


Candidates Driving the Market

When it comes to recruitment, the biggest and most significant change is the almost overnight shift to a candidate-driven market. For the first time in a generation, there are more jobs available than there are candidates, and therefore the applicants hold more power than ever before. With so many employers competing for the same skill sets and talent, candidates have more opportunities so are likely to leverage more on salary and benefits. This means hiring managers may need to dig a little deeper in their pockets to hire the talent they need. It of course, also means that hiring managers and companies will have to work harder to stand out and attract top talent. Next year we may start seeing more creative recruitment strategies which, until now, have been the reserve of the graduate recruitment market. This could be in the form of sourcing tactics, data-driven recruitment marketing or ingenious employer brand communications.


More Investment in Technology

One of the things that employers have learned during the COVID-19 pandemic is that with the right technology it is possible for team members to be productive and effective working remotely. It is therefore likely that organisations will continue to invest in tech for their remote workers and new systems that enable effective collaboration.

Remote Working and Recruiting

Working from home (WFH) and hybrid patterns are looking to become a permanent fixture and go some way in attracting new talent and retaining existing employees.  Without long commutes many professionals have also been able to enjoy a more balanced lifestyle which leads to happier employees, who companies are more likely to retain. In 2022, companies will also embrace the remote recruitment process as it enables you to reach a wider pool of talent who aren’t limited by geography.


Investing in Onboarding

One of the reasons for poor retention in the past is the fact that many firms have skimped on onboarding new starters. Skip back to 2019 and the reality was often a couple of 1-2-1’s with the employee and they would attend a corporate induction which might last the best part of half a day. Last year, when companies were recruiting and hiring remotely, line managers and HR departments started to look at the onboarding process in a new light. A lot more work and consideration had to go into the onboarding process for remote new starters. It would appear companies across all sectors are starting to see how vital the onboarding process is in terms of retention as well as getting a new starter immersed into their new role and the company culture.


Too Many Applicants

January is likely to still be a key recruiting time. Preparation is key as businesses look to push ahead into 2022, and through the rest of the year. Organisations must be ready to cope with the wave of applications coming through and have robust systems in place for sifting through applications, shortlisting and assessing candidates. Hiring managers and HR departments need to consider processes such as feedback post interviews as well as time taken throughout the recruitment stages. ‘Ghosting’ in recruitment is now such a thing and candidates are keen to feedback and name companies who are not getting back to unsuccessful applicants. This leads us onto employer branding…


Employer Branding Development

2021 was the year of employer branding. As competition for talent rose rapidly, employers realised the importance of how both candidates and employees perceive them. With companies continuing to compete for the same talent, employers need to make their workplace desirable by promoting what makes them unique, prioritising elements which will appeal to target candidates. It’s not enough to be a “great place to work” or featured in one of the ‘top company’ lists. Next year, large employers will develop their employer value proposition (EVP) in new ways.


Completely New Roles and Job Titles

With the speed of which things are changing, you will see the recruitment of new job titles happening quicker than you think.  You might be recruiting for roles you have never recruited for before, or needing to build completely new teams. The Future of Jobs Report 2020 predicted that 97 million new jobs of tomorrow will emerge by 2025. The three most in-demand roles in future job markets include: Data Analysts and Scientists, AI and Machine Learning Specialists and Big Data Specialists.