Best Practices In Recruiting To Help You Win Talent in 2022
Since April 2022, about 40 million individuals have resigned their jobs in the hope of finding better work. If you're seeking for new employees in 2022, there will be no shortage of candidates! However, due to the large number of applicants, selecting the appropriate staff may be difficult.
In order to identify and employ the top people in 2022, you'll need to rethink your recruitment strategy. Companies and applicants alike have higher expectations for the recruiting process than ever before, especially in the post-pandemic era, when experiences and connections reign supreme. You must now go beyond the CV and seek to decrease recruitment friction. Following a few recruitment best practices will help you attract top talent and hire workers who are a good match for your organization.
Relationships should be prioritized
Finding the greatest talent in 2022 will require cultivating relationships. Reaching out to passive applicants is one of the top recruitment tactics for bringing great candidates to your 'front door.' Those who were lucky enough to keep their jobs throughout the epidemic are likely doing everything they can to keep them, and looking for a new employment is unlikely to be at the top of their priority list. Many of these individuals, on the other hand, would consider a new job if the perfect opportunity arose.
Consider that 37% of employees would consider a new job if it offered more remote work possibilities, and 43% are looking for new jobs because of their present company's working culture. Your company's 'correct offer' will take into account what employees genuinely require from their employers (and could entice top talent to join your organization).
Examine your options beyond your resume
When evaluating a candidate, resumes do not reveal the whole story. During the epidemic, many job seekers acquired new abilities that will not appear on their CV as employment experience. To adequately screen these prospects, consider employing a job skills exam.
Try incorporating the impact descriptions approach to your recruiting process to encourage people to apply for positions for which they may only meet 80% of the qualifications. You'll have better, more productive conversations about the talents and work experience candidates have if you optimize the way you write job descriptions to represent the influence individuals can have in certain roles—based on skills, experience, knowledge, and lived experiences (but may not mention on their resumes).
We employ this strategy at Lever and have discovered that it helps candidates better identify with our available positions and gives them more leeway or flexibility to discuss their new talents or ways of upskilling.
Employer branding refresh
In the year 2022, social media will play a big part in recruiting the best. To communicate with potential prospects, create recruitment-specific social media channels. Consider making a recruiting video to emphasize the reasons why a prospective employee might want to work for your organization.
Employees can be highlighted on these social sites (such as employee profiles) if they are willing, so that applicants can see a more human aspect to your company. Don't forget to link social profiles to your site's careers and corporate profile pages, and vice versa.
Humanize the process to reduce friction your hiring procedures
Make it simple for those who are interested in working for your company to apply for positions. A lengthy and excessively formal application procedure will only serve to annoy an applicant. Ensure that the application process is smooth, that they have submitted their application successfully, and that they have a mechanism to contact someone if they have any problems. Candidate experience is more important than ever before.
Don't forget about follow-ups. A recruiting procedure that leaves candidates with unanswered questions or no follow-up on the status of their application can alienate top talent, as well as deter them from submitting again.
Take into account internal mobility
While external recruiting is routine practice for most businesses, your next great hire may be an existing employee—which is where internal mobility comes in. Hiring internally boosts your recruiting pipeline while also decreasing hiring expenses associated with sourcing external candidates due to their understanding of your firm and solutions, as well as their familiarity with your corporate culture and contributions to your organization's success.
But that's not all: by utilizing internal mobility, you're also assisting in the development and promotion of current team members who are growing with you, resulting in two important results. The first is employee retention; employees who know they have opportunities to further their careers are more inclined to stay with your company. The second is morale and culture, which have both greatly improved as a result of the same factors.
Internal mobility as part of your recruiting efforts not only benefits your firm and its workers, but it also helps you stand out from the competition when it comes to attracting and maintaining top talent. That's a win-win situation for everyone.
Establish a baseline for remote, hybrid, and flex work
While the epidemic necessitated this benefit, remote and flexible working methods are no longer considered a luxury in 2022. Despite the fact that many businesses are electing to bring people back into the office, some have adapted to these new methods of working and are standardizing them as realistic alternatives for their employees. Many people have discovered that business can go on as usual no matter where or when a person works. You may need to rethink your remote work policies as a top recruitment technique to attract top personnel.
Especially because organizations that prioritize flex, hybrid, and remote work have seen a 137 percent increase in staff.
Your employee benefits program should be redesigned and fine-tuned
Make use of present employees as a source of future employment candidates. Employees are likely to have a large network of colleagues and friends outside of work, given the importance of social media in society. Offer incentives to workers who make recommendations, such as bonuses or more vacation time.
While many companies provide typical benefits, savings, perks, and even development programs, today's workforce expects more—most notably, more flexibility in their workplace programs.
According to LinkedIn, 73% of employees would be more likely to stay with their present employers if they provided additional skill-building opportunities (which organizations can factor into their perks programs). Consider asking your employees for comments on the benefits, perks, and growth opportunities they'd like to have, as well as how they'd want to utilize them, while revising and relocating your employee benefits program.
You might be shocked to learn that the majority of your employees prefer more flexible programs or alternatives beyond the standard perks they're used to.
Make your company culture something to brag about among your employees
It goes beyond your employer brand to show potential applicants why they should join your organization. Using employee testimonials on your website to highlight your business culture is standard practice, emphasizing the importance of leveraging all parts of your culture and people who live and work in it every day.
Employee resource groups (ERGs) and diversity, equality, and inclusion (DEI) are both excellent instances of this. Candidates notice when workers are psychologically comfortable, work in an inclusive and fair environment, and have access to shared resources that help them improve in all your firm does. Remember that the finest business cultures encourage and nurture a diverse range of experiences, skill sets, methods, and viewpoints while also providing safe environments for employees to develop.
To assist prospects and potential employees understand and relate to your business culture, include your organization's values into everything you do, including your whole recruitment process. This may begin with recruiters, who can provide clarity about your company's DEI activities, learning and development opportunities, workplace and team projects, and efforts to improve its industry (and the world around it).
Recognize the importance of recruiting that is data-driven
Using data in your recruitment process might give useful insights on how your firm hires. You can help minimize talent acquisition expenses, focus on the best channels for hiring, and better assess ROI for advertising spend by utilizing a data-driven approach to recruitment, for example. The following are some key metrics to keep an eye on:
- It's time to employ
- The cost of each rental
- Days spent on stage
- It's time to get to work
- Acceptance rate of offers sent
Make use of a tracking system for applications (ATS)
An applicant tracking system (ATS) can aid in the recruitment process by allowing for faster and more effective resume screening. For example, by allowing people engaged in the hiring decision to communicate comments during the recruiting process, the technology may efficiently automate the initial screening phase while promoting cooperation during hiring. Additionally, automated application tracking may speed up the process by providing recruiters with the information they need to move applicants through the hiring funnel faster—as well as making administrative activities like panel interview scheduling more efficient.
It's unavoidable that recruiting will be difficult following a pandemic. The sheer amount of candidates will make it more challenging to discover the finest personnel for your firm, given increased unemployment rates and changes in employee demands and expectations. These recruitment best practices will help you streamline your operations and find your next great candidate. Set up a special demo to learn more about our products and discover how Lever's ATS + CRM can help you with your recruitment process.