2022 Recruitment Predictions
Posted on 7th December 2021 at 11:29
If you are looking at recruiting in 2022 do you understand the market that you are entering? 2021 has been volatile within the world of recruitment with the market being candidate-driven, rather than employer-driven. What are the top challenges can you expect to face if you want to increase your workforce in 2022?
1. A Candidate Driven Market
Candidates are still in the driving seat as we enter 2022; this means that they are in control. Candidates are likely to be considering several job offers and will have the pick of the roles. As an employer, this can be frustrating as candidates may accept your offer, only to turn it down later, or take a while to decide – again, as they are waiting to consider all their options. Make sure you offer quickly and spend time talking through the whole package with them. What can you do to make sure that they accept your offer over others they may have?
2. Recruitment costs are increasing
This is a new phenomenon seen in the market. Recruitment agencies have always charged a placement fee based on a candidate’s starting salary – this amount (somewhere between 15 – 25% depending on the sector) has never needed to increase. As salaries have increased the amount an agency gets paid has automatically increased. Many agencies are now looking at how to increase their fees. This is in response to it being so much more difficult to get a candidate to take the role that they are representing. Should you be looking at other options rather than using agencies as a matter of course? (answer – yes)
3. Location, location, location – or not
When looking to increase your workforce should you only be looking at someone within a 45-minute commute? Imagine if you could look at talent nationwide? Or even worldwide? Should you only be considering local talent if the role you are recruiting for is nearly all based from home? If the role is 60% or more working remotely then you should look at your recruitment strategy to attract candidates from further afield.
4. Salaries in 2022
25% of employers have no plans for salary increases into 2022. Many companies in response are looking at their overall employee benefits and extra bonuses to make up for this. The most common requested benefits are remote working with 78% of employees wanting this and 67% wanting more flexible working hours. Because the recruitment market is so volatile now candidates can move and get a substantial pay rise – but not all candidates are as shallow as that. The pandemic has given people the opportunity to consider what is important in their working lives so make sure that you are competitive within the marketplace, look at your benefits and what else you can use to attract candidates. If a member of your team hands their notice talk to them about the real reasons behind the move. Is there anything that you can offer in terms of package benefits to keep them to stay? Remember it’s better the devil you know.
2022 will be an interesting year in the employment market. The pandemic is not yet over and any moves towards restrictions by the government will affect candidate and employer confidence. However, with 66% of the workforce open to a new role in 2022 recruitment issues will affect most businesses next year. To talk through your recruitment strategy and plan for your 2022 recruitment call 0116 2080246 or email email@example.com
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