As we move towards 2022 and away from the uncertainty of the past few years, we’re keen to focus on what we have learned and embrace the changes we see around us.
Recruitment has changed since 2019. Dramatically so. Once seen as the province of a privileged few, remote work is now mainstream, and hybrid working looks set to become a key feature of our ‘new normal.’
In this article, we examine what recruitment best practices look like for 2022 and what steps you can take to find the very best talent with ease.
1. Make remote working a priority
One of the few positives to come from the pandemic has been the realisation that remote working can be a good thing for both employers and staff. For workers, remote or hybrid working can enable them to improve their work-life balance, save on commuting time and build a sense of autonomy and control over their professional life. It can also be a lifeline for those with caring responsibilities, helping families balance childcare between parents.
There are advantages for employers as well. An increase in remote working can mean lower costs for office space, fewer sick days, and a dramatic widening of their potential talent pool.
A rise in remote working means that employers can seek high-quality talent globally. More remote working removes the need for multiple local offices and ensures that your talent pool isn’t limited to people living within a commute of your head office.
Plus, remote working can help diversify your recruiting efforts, letting you tap into areas you might not normally recruit from based on distance. Remote working gives you the opportunity to level the playing field and start building a more inclusive team.
2. Focus on building your employer brand
Employer branding has been a recruitment buzzword for the last 12 months. Companies are increasingly thinking about marketing themselves to potential hires, mirroring how they brand themselves to potential customers.
Creating the right employer brand for your company is essential for attracting talent who will thrive within your culture and share your values.
Creating a robust and authentic employer brand isn’t something you can do overnight. It needs to be incorporated into all areas of your business and should focus on existing employees and new hires. Check out our tips for building a great employer brand for details on best practices moving towards 2022.
3. Target Gen Z
Gen Z is here, and they’re ready to work. The current crop of graduates were born around the millennium. Those of us old enough to remember the Y2K panic might need a moment to deal with that reality, but we do have to face it. We need to focus on Gen Z to find the future leaders our companies need.
Each generation has expectations and requirements, and Gen Z are very clear about theirs. If you’re looking to focus your recruitment efforts on Gen Z, here are our top tips:
Use the right tech
Gen Z are determined, passionate, and want to do well in the workplace. They want to make a real difference, and they won’t accept outdated technology standing in their way. 33% of Gen Z expect their employers to have up-to-date software, and 21% see poor technology as a deal-breaker.
Highlight mentoring schemes
Gen Z are ready to enter the workplace, but they are surprisingly anxious about their ability to excel. Providing mentoring and internal development opportunities can provide reassurance and ensure you have a confident, well-trained team.
Set clear goals and offer real-time feedback
Another way to alleviate the anxiety that Gen Z experience is by ensuring that they know exactly what you expect from them. This often comes down to having great managers. Ensure that you offer a great onboarding experience, that your line managers support staff and provide constructive feedback, and that employees feel appreciated when they put in the extra effort.
Prioritise work-life balance
Gen Z have seen their older siblings and parents experience stress, overwork and burnout, and they want no part of it. Think about how you encourage your employees to protect their work-life balance. Whether it’s free gym membership or ‘meeting-free Fridays’, let candidates know that you take their welfare seriously.
4. Use technology and automation to your advantage
The role of HR managers is growing rapidly. As well as recruitment, HR departments also often take the lead on Diversity Equity and Inclusion (DEI) efforts, onboarding, training and development, and strategies to improve retention. With so much to do, best practices increasingly focus on using specialised technology to streamline recruitment strategies.
Here are some of the best uses for technology and automation in recruitment:
Finding candidates
Not all candidates will be looking for a new job. Using the latest technology can help you increase your passive recruitment, finding the perfect candidate rather than hoping they find you. New AI techniques can identify great potential employees who may be receptive to exciting opportunities.
Keeping in touch
No one wants to receive yet another mass email, but Applicant Tracking Systems (ATSs) are more sophisticated than ever. They allow you to stay in touch with candidates in a way that is both efficient and personalised.
Targeting your recruitment
New technologies make it affordable for you to focus your recruitment efforts on precisely the kinds of candidates you are looking for. Understanding what you are looking for and where to find it allows the most efficient use of your time and resources. Employer Fencing, a unique feature we offer at crooton, is one of the latest technologies to help you find your ideal candidate.
Keeping up to date with the challenges, opportunities and developments in recruitment can help you make 2022 a huge success. Check out our blog or contact one of the team today to find out what’s going on, and get ready to find the very best candidates the new year has to offer.
If you’d like to learn more about crooton’s take on recruitment, check out more articles such as how to write the best job adverts, how HGV driver shortages are affecting logistics recruitment, the impact of COVID-19 on the recruitment industry, and more!