5 Talent Acquisition trends that continue to define 2022

 13th Oct 2022

Developing a concrete action plan to improve the hiring process is arguably the top priority for talent acquisition teams at the end of the year. However, when developing a TA approach, it is also wise for organizations to keep a tab on top industry trends, especially those that affect their day-to-day operations.

 With that in mind, here are five talent acquisition trends that continue to shape the rest of 2022:

1. The use of AI in hiring : The sooner the hiring team recognizes and adopts big data, the better the results. Big data has been around since the turn of the 20th century, and many companies are using big data to understand and drive trends. However, as big data gathers information across industries, the need for analytics and automation in recruiting departments is becoming increasingly important. After 2022, big data will play a bigger role as recruiters turn to AI to keep them productive. Chatbots make it easier to communicate with potential candidates, and AI gives recruiters more time to focus on the process and be more efficient.

2. Proactive Recruitment: Usually, it can take time to replace an outgoing employee. Their tasks either go ignored during this period or are divided among other staff, who are now overworked. If recruiting teams use proactive recruitment, the inconveniences and significant productivity loss that results when a company loses an employee might become a thing of the past. In order to account for attrition, talent acquisition teams need a pipeline of competent candidates who may be available.

3. Remote Onboarding: Remote onboarding is a key component of successful remote hiring. Most businesses start with online documents that include electronic signatures for all important details such as tax forms, I-9 verifications, employee handbooks and policies, contracts, and more. Onboarding goes beyond paperwork and training. A good induction integrates employees into the work culture. Therefore, it is important to understand not only what to do, but how to do it.

4. Gamification: The term gamification refers to the use of game mechanics, theory, and design to motivate people to achieve goals. Using this concept in adoption has become a major player in the market. Companies are now using quizzes, assignments, and behaviour-based assessments to determine whether candidates have the professional qualifications they are looking for. Gamification can be used on both the hiring side and the candidate side to make important aspects of hiring, such as skill assessment, more interesting.

5. Candidate Experience and Employer Brand: When it comes to talent acquisition, employer branding and candidate experience are perhaps the most important topic of discussion today. Employer brand is the combination of an employer's reputation and a candidate's experience. Many of the candidates you interview are not successful applicants; however, it is vital to give constant feedback to improve the overall hiring process and quality. 78% of applicants believe that how an employee is treated during the hiring process is a clear indicator of how a company treats its employees.

As the competition for top talent intensifies, those that adapt quickly and attract the best candidates will come out on top. For any further queries, contact the Director and Co-Founder of Pivotal London, David Terry at david@pivotallondon.co.uk and 07554010308