With recruiting budgets increasing and priorities shifting, 2022 looks set to be another wild ride.
Will the talent shortage continue? Will the demand continue unabated? We thought we would look into the predicted trends for the year ahead.
The drive to hire the very best during a time when all of the obvious quality candidates have been snapped up, means that there is a reassessment of what makes a prospect suitable. Qualifications that are relevant but not necessarily degree level are now causing recruiters to reprioritise what is really important. This may include years of experience and the requisite soft skills, the latter being regarded as unimportant by most recruiters in exchange for hard skills.
Diversity is also coming into focus as it has been found that those who are underrepresented usually have great soft skills and the diversity happens naturally when this is taken into account, so it is a win-win for everyone to view recruiting like this. Add to that, the fact that those without a degree are likely to remain with a company for a third longer than those who do.
Diversity should always be an integral business strategy component. DEI is important to job seekers and they expect to read about it on job specs or hear about it during preliminary chats. Businesses should expect to answer tough questions from candidates who are no longer accepting a little bit of ill-thought out corporate text regarding this issue. They want to know where the investment is going.
Of course, remote work or hybrid work are still going to be a reality for a lot of workers in 2022. Amongst those seeking jobs, flexibility is the emerging priority. More and more job ads are including the amount of flexibility. With hybridity came fatigue, with workers struggling to adapt and adaptation is now becoming a major focus. It has been a steep learning curve and it will level off in the near future.
Data, AI, Cloud and IT demand will continue to be very much in demand. Job vacancies are still rising and going unfilled. UK tech investment was at £18bn during the middle of 2021 and that will remain. Companies will, however, be ready for the uncertainty as opposed to the way things were in 2020 and 2021. Long term planning is the name of the game now and, as ever, it will be interesting to see where we are at the end of the year.
Reskilling was something that was on few organisations’ radar before the pandemic but it is now important due to factors such as power swinging to the employees rather than the employers when it comes to the job market, the need for more skills especially within IT, Data and digital realms and the ethos of the new generations who want to stay with companies and make a difference, seeing a focus on professional development as a step in the right direction.
Companies benefit from lower turnover of staff, with those who are committed and mobile within a company staying twice as long as those who are not. This is a job for recruiters, whether internal or external recruitment partners, and also HR, who need to find ways that make sense for internal mobility.
Companies being genuine is something a lot of candidates are looking for. In response to the pandemic, candidates have reprioritised and are now no longer tolerating being seen as robots. In the past, businesses have been able to push this to the limit of acceptability and now there is pushback. Looking after an employees mental well-being was a hot button issue during the lockdowns and now we are out of lockdown, those employees are asking why they have tolerated this. Genuine care, attention and support show them that they are not just a number in a company.
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