Top Recruitment Challenges in 2022

The employment market has yet to recover from the pandemic’s impact, and we’re already planning for another year – one that will likely be no easier than the previous 18 months. Many firms are finding it more difficult to discover, hire, and keep talent as unemployment rates rise throughout the world. In this article, we have listed the top recruitment challenges in 2022.

Top Recruitment Challenges

Talent Shortage

One of the most hotly debated recruitment concerns in recent years has been the skill shortage. Many businesses are having difficulty filling open positions, which results in revenue loss. According to Korn Ferry’s detailed analysis, more than 85 million positions might remain empty by 2030. And it’s not because of automation or the replacement of those occupations by robots. It’s because there won’t be enough qualified people to fill the positions. This is one of the main recruiting challenges organizations face.

Change your hiring strategy

According to statistics such as the Korn Ferry analysis stated above, it appears that a skill shortage will not slow down or disappear until the pandemic work imbalances are addressed. As a result, recruiters must devise a long-term plan to attract talent in the coming years.

If you want to overcome the talent shortage, you must tailor your recruitment, training, and retention strategies to the situation. The following are some critical elements that should be implemented/adjusted.

Hire internally

Sometimes the right talent you need is right in your own firm, closer than you realize. If you’re having trouble filling a position and can’t seem to locate the appropriate person, take a look at your own personnel. Internal hiring are 1.7 times less expensive than external recruits, and the promotion will encourage staff even more.  You’ll also save money on onboarding. However, there is a flaw with this method. You risk creating an echo chamber and missing out on variety if you misuse it. As a result, it is advised that you use it with caution.

Offer internships

If you don’t provide internships on a regular basis, now is the time to start. Many recruiters claim that determining whether or not a prospect can execute the job before hiring them is difficult. Why not put the skill to the test? Offering internships at your firm helps you to test individuals before hiring them and, more crucially, allows you to attract skills you would otherwise ignore.

Solid outcomes need long-term planning. And, if you want to ensure that you acquire, retain, and hire fresh top people, your recruiting team must incorporate long-term programs into their hiring procedures. Because the skills scarcity is only going to become worse, develop methods that will help you combat the problem.

Attracting Potential Employees

We all know that a talent shortage is a major problem. But what about all of the hidden talents? How can you ensure that they are even interested in your business? Many organizations are finding it increasingly difficult to persuade employees to select your employment over others due to a lack of talent and the pandemic.

The pandemic has also had a significant influence on job seekers’ attitudes toward employment. According to a poll conducted by Willis Towers Watson, the most prevalent reasons provided by the hotel, restaurant, and warehouse workers for attraction and retention issues include collecting unemployment benefits and delaying the return to work.

Benefits

Salary, while significant, is no longer the main consideration. You’ll need to provide more than a monthly bank transfer to win the fight for new staff. You should carefully arrange your benefits package in order to entice potential employees to join your firm. For example, over half of the population (44%) considers decent healthcare coverage to be more vital than paid vacation time. As we become more conscious of the importance of healthcare, particularly mental healthcare, providing strong health security for your employees is becoming a must.

Human-friendly recruitment process

As an employer – and a brand – you’re in charge of making sure the hiring process runs smoothly and those employees have a great experience. According to a poll, over 41% of respondents regard a long-term connection with the recruiter to be the most significant factor following the interview. Make the most of it by including all applicants in your talent pool, including those you hired and those you rejected. Then, whenever you have a similar position to offer, tell those people you think would be a good fit. Finally, don’t overlook the value of feedback. We all want clarity, whether it’s positive or negative, therefore opt for straightforward communication even after rejection.

Remote Work

Recruiting Firms are facing a lot of challenges in recruitment due to covid. Our job grew more and more digitalized as the world became more and more digitalized. Although remote work is not a new notion in the workplace, the epidemic has hastened the move to this method of work in the last 18 months. Working from home is no longer a choice; it is now a must for employees to be able to work from home whenever feasible.

Productivity – decline or improvement?

There’s no denying that working from home is more difficult than working in a traditional workplace. To succeed under such circumstances, one needs a combination of personality qualities and talents. Although productivity among remote employees is high, according to this data, it remains a source of anxiety for many businesses, particularly their hiring teams.

From 2022 onwards, your organization should place a greater emphasis on identifying people with the appropriate soft skills. Your hiring staff will now have to hunt for people who are (among other things):

• Independent
• Self-motivated
• Flexible
• Proactive

Now, as simple as it may appear, judging such talents through the traditional resumé-then-interview screening process may be tough. Anyone can claim to have these abilities on a piece of paper, but how can you know whether it’s true?

Using case-based screening in your hiring process can uncover at least two of the aforementioned soft talents — as well as a slew of other desirable personality qualities! To begin with, the fact that your applicant chose to devote his time and other resources to solve your situation indicates that they are capable of acting and motivating themselves.

Communication & Synchronization

Communication may be difficult in any setting, but it is more difficult in the workplace (whether real or virtual).

Of course, the causes for such challenges vary from team to team, but time zones and schedule management disparities within teams are two that spring to mind right away.

Remote work allows people from all around the world to join your organization, which is wonderful for diversifying your talent pool. However, depending on the type of job your workers conduct, your recruiting team may need to consider some constraints in order to provide a great employment experience for everybody.

It’s your duty as an employer (or a manager) to set up and maintain a good communication system, but it’s also your recruiting team’s role to look at applicants’ communication styles, work schedules, and how physically practicable it is for them to follow your communication routines.

The ability to hire individuals remotely opens numerous doors with benefits, but it may also present obstacles that must be recognized and addressed. 2020 altered our perceptions about remote employment, and organizations must now adjust to this new reality. The key is to be aware of potential concerns as well as to recall the benefits we might derive from them.