FIVE PRIORITIES FOR RECRUITERS IN 2022

December 15, 2021
The start of a new year brings new hiring goals, a new recruitment marketing budget, and a fresh look at the ways we aspire to move our talent acquisition strategies forward. To help you shape your focus, we're sharing five recruitment priorities for 2022

The Covid-19 pandemic has brought tremendous change and upheaval to the world of talent acquisition. Between sudden hiring freezes and major hiring sprees, the rise of remote work, and a push to prioritise Diversity, Equity, and Inclusion (DEI) in the workplace in the wake of the Black Lives Matter movement, the recruitment industry has undergone some profound changes in 2021.

The end of the year is a great time to review the recruitment goals you made at the start and set new ones for 2022.

Get-Optimal has put a quick checklist together – what would you add?

DE&I
Global DE& awareness is at an all-time high, primarily due to the social justice movements of the last 18 months. To deliver on your DE&I priorities, you need to ensure that you back up your commitments with meaningful action and investment. This means pledging to make your Job Ads bias-reduced and inclusive so that every qualified candidate feels welcome to apply. (If you are struggling to write a Job Ad with DE&I in mind, talk to us. It takes an intentional focus to unbiased those recruitment processes, and we can help.)
It could mean reaching out to recognised DE&I speakers and experts such as Optimal’s Torin Ellis and Gary Elden. They can help your team tackle any unconscious biases and gain exposure to diverse perspectives.

You also need to check how your DE&I efforts are faring through employee and candidate feedback via a survey and by releasing annual diversity reports detailing your workforce composition.

Automation of manual tasks
As new forms of automation transform the work world, more and more talent acquisition professionals are taking the leap from manual business processes to automated solutions – isn’t it time you joined them in 2022? Isn’t it time you stopped expecting recruiters to write/copy and paste job descriptions? Why keep speculating on your Job content?

​​So much of recruiters’ time is spent on manual tasks that prevent them from connecting authentically with candidates. Automation tech can be used for resume parsing to serve only qualified candidates, help schedule interviews, generate documents, etc.
Furthermore, automation technology also benefits candidates: They can expect a streamlined process, receive quicker responses, and won’t have to wait as long for a hiring decision.

Programmatic
Let’s face facts. Recruiters need all the help they can get right now when attracting talented candidates – especially when hiring in high volumes or recruiting for hard-to-fill roles. This is where programmatic job advertising (the purchasing, publishing, and optimising of Job Ads by electronic software rather than actual people) comes in.
It works something like this: The buyer plugs into an automated system for buying Ad space and enters demographic details about the ideal candidate and how many they want to reach. Then the software takes over. Programmatic gather browsing data and use algorithms to show potential candidates the most relevant Job Ads, at the right time, in the right place – thereby helping you win the war for their attention. Reach out to our partners at Pandologic for a demo today.

Improve the remote onboarding process
One of the biggest trends in recruiting last year was the sudden, unexpected shift to remote work, which left many direct employers and staffing recruiters struggling to create a virtual onboarding programme at a moment’s notice. The New Year is as good a time as any for TA teams to prioritise evaluating their virtual onboarding processes to improve the hiring experience. Make no mistake: A positive remote onboarding experience will produce high levels of employee engagement and long last retention.

Agility
Lastly, if there’s one major lesson that hiring professionals, staffing providers, and direct recruiters need to learn from the last 18-months, adaptability is a critical skill. By all means, identify strategies such as DE&I that remain core priorities regardless, but be prepared to pivot at a moment’s notice on other initiatives. In this uncertain era, change is the only constant.

Have a healthy and happy Christmas vacation and we look forward to helping you create more equitable hiring experiences in 2022!

Your Get-Optimal.com team

*Image courtesy of Unsplash