Your Guide to Recruiting Employees in 2022

Apr 28 2022

Hiring and recruiting top talent can feel more complex than ever in 2022.

The ways we work and what employees expect from the workplace are shifting in the wake of the pandemic,. Not to mention, we are in the middle of a massive demographic shift. More Baby Boomers are retiring and leaving a major skill gap, Millennials are entering management positions, and Gen Z is now joining the workforce.

If you’re not sure how to acquire the right talent in today’s highly competitive environment, check out our top recruitment tips for 2022.

Work on Your Company Culture 

The first step to a successful recruiting strategy is creating and nurturing a great company culture that people will want to join. While this may not sound like a ‘recruitment technique,’ having a strong culture will go a long way in pitching yourself to candidates and leading to a successful hiring process. Also make sure you are promoting what makes your company a great place to work at through your social media and recruitment materials.

You can find key tips on developing a great company culture in our recent blog.

Develop a Cohesive Digital Strategy 

We are long past the days of posting on a job board and waiting for the qualified candidate applications to flood in. Today, you need to have a comprehensive digital strategy to promote job positions and find the right candidates. While job boards like CareerBuilder and Monster may seem like the easiest option, the costs can quickly add up and you will likely be flooded with unqualified candidates who are applying to any and every job.

Depending on your business, some of the top digital recruiting strategies you can incorporate  are:

  • Social recruiting through platforms like LinkedIn, Facebook, and Instagram. 79% of job seekers use social media in their search, so it is an ideal method for promoting open positions and connecting with potential applicants. You will likely need a spend strategy behind social recruiting to ensure you’re reaching the right target.
  • Posting to niche job boards and websites if you are looking for a candidate in a specialized sector. For example, fully remote companies can post ads on WeWorkRemotely and co. If you’re looking for developers, Stack Overflow and CrunchBoard are great options.
  • Using technology like chatbots in the recruiting process to better qualify candidates before any human interaction.
  • Proactively engaging candidates before you have an urgent need to fill a job. This method requires you to continually find and reach out to potential candidates that might have the skills you need now or in the future. Your team will likely need an applicant tracking system (ATS) to build your talent acquisition pipeline. Check in periodically with candidates you like to keep them “warm” and then when you have a need to hire, you’ll have a pool of potential employees who are already interested and pre-screened.

Create a Positive Candidate Experience

In a market where job candidates have a lot of options, you need to ensure that potential employees have a positive experience. That might include creating a candidate portal on your website, posting open positions to LinkedIn, and making applications that are easy to fill out.

The interview process is also important, with candidates 39% less likely to take a role if the interview process is a negative experience. Three key ways you can improve interviewing are:

  • Moving to remote interviews when possible to save time and boost the candidate experience.
  • Showing candidates you want them to succeed by sharing interview tips.
  • Reviewing your interviewing process and seeing how you can improve. If you ask all candidates the same generic questions, you may not fully understand your potential hire. Consider how you can tailor your interview questions for each position and if you’re spending the time you need to really get to know your candidates.

Recruit Talent Internally

Experts are projecting “internal mobility” as one of the biggest recruiting trends this year – and it’s something you might consider for your company as well.

Recruiting and developing talent within your organization has three major benefits. One, it guarantees you are filling vacant spots with people who already understand your business and its culture. Two, it can eliminate the time and costs of recruiting externally. Three, it allows you to retain your best talent rather than losing it to the “Great Reshuffle.”

If you have further questions about recruiting, reach out to us via the online chat tool in the lower left corner of your screen. We love helping companies align their people with their business needs, and we love to share what we know.




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