Starting a new year brings ample opportunities that can set your organization apart from competitors and position you for success. Understanding how you performed in the previous year can help track and achieve this year’s goals and keep momentum going. Below, we look at Talent Acquisition trends for 2022 and how you and your team can benefit from putting time and a strategy in place to address these areas.
Resolving Issues Within Your Hiring Process
Attracting, engaging and retaining top talent has never been more critical for gaining a competitive edge. And with the current market conditions, winning top talent has never been more challenging. Developing a plan based on the results of the previous year is a great way to start the reevaluation of your hiring process. Often, staying ahead of industry talent trends enables your organization to perform effectively and more efficiently day-to-day. Questions you may ask yourself or team while evaluating:
- Does my talent acquisition team understand what a “good candidate” looks like?
- What are the best channels to source top talent and what yielded the best conversion rate last year?
- Are my job advertisements using language that not only drives more applicants, but ensures top-quality candidates apply to my open positions?
- How is the current candidate journey? What improvements can be made to ensure that candidates remain interested and engaged throughout the recruitment process? Can I identify the stages candidates ‘dropped out’ last year and the reasons why?
Commitment to DE&I
In recent years, organizations have been increasing their focus on Diversity, Inclusion and Equity (DE&I). This can be achieved in many areas within the business such as taking a closer look at their current hiring practices, checking the language used in job advertisements for unconscious bias, trends of which employees were promoted in the previous year, and the diversity of vendors or supplies utilized. Some organizations pledged money to marginalized communities, held charity events, and made specific internal changes such as hiring graduates of historically Black colleges and universities. By expanding your hiring practices to attract more candidates from diverse backgrounds, you can enhance the way your business functions and make your company more appealing to a diverse range of applicants.
Adapting to Change
Change is inevitable – we all know this. Approaching change with a positive mindset will lead to decreased stress and increased productivity. By learning to adapt and embrace change, you can focus on what you can control, set new goals, and get a fresh perspective on what needs to be achieved to stay ahead of the game. Stay connected with your coworkers and discuss with them how they see the work environment evolving. Ask questions on ways your coworkers are approaching change head on and accept that you may need to further develop your methods for success. The more you understand about what is going on in your current workplace, the more confident you will feel and your work will positively reflect the effort you have put into learning more.
Employer Branding (EB) has gone through a significant transformation in recent years. In the past, Employer Branding was simply understood as how well the company’s name was associated with a brand and its services or products. However, a good Employer Branding strategy is much more than that. It expresses the organization’s corporate culture and work environment and combines current and potential employees’ perceptions of the workplace. As competition in the market grows for gaining and retaining top talent, many organizations are tailoring their talent acquisition strategy to attract candidates by telling a story of a potential employee/employer relationship, painting a clear picture of the job at hand. This trend is not slowing up therefore, if you do not have a strategy in place that sets you apart from your competitors clearly expressing why to join your organization and the benefits you offer, now is the time.