In the last few years employers had to deal with the challenges of sourcing talented workers. The global pandemic didn’t make it easy neither. On the contrary, it accelerated the talent crunch by a high degree, and no relief is insight yet.
So, what does this mean for the coming year? In 2022, talent retention and attraction will be a priority.
How Will Employers Increase Talent Attraction and Acquisition?
As the year comes to an end, we expect to see various trends that will greatly impact the candidate experience in 2022. According to this survey, 55% of professionals are certain that employee turnover is likely to increase in 2022.
Employers have to play their part if they wish to see more talented employees seeking internal growth rather than external job opportunities. They need to broaden their thinking regarding talent acquisition and retention. Some of the things to offer employees include rewards, compensation, learning & development benefits, equity & inclusion, and diversity & succession.
Talent Acquisition Trends to Expect in 2022
Employers need to find new ways to incentivize employees. These incentives could be in the form of sign-on bonuses, beginning at the entry level. Candidates could get these bonuses paid out at the start of their employment, with a signed contract that they have to repay if they decide to leave within a few months.
Employers are coming up with counteroffers and they are offering higher starting salaries. Also, employees are getting long-term incentives for their middle to senior managers, a trend that is likely to continue in 2022. More companies will offer their workers more wellness benefits too.
In 2022, we expect to see employers giving priority to candidate experience. They will have to concentrate on long-term goals, including handling the issues that affect hiring and retention success. Understanding the candidate experience and optimizing processes will largely impact offer acceptance and dropout rates.
Another trend in the coming year is making workplaces flexible. Workers continue to prefer working from home or near their offices. The pandemic forced many workers to shift to more flexible work arrangements since remote work meant working from anywhere, which has proofed to be more productive. Companies will have to allow their workers to combine working from home or on-site depending on their preference and needs.
Employers will also need to solve talent shortages through upskilling and reskilling. From operating in survival mode, companies need to come up with future capabilities to adapt quickly. As the talent gap continues to widen, talent acquisition teams need to stop relying solely on hiring external employees.
To solve the talent shortage, employers have started upskilling and reskilling existing employees by offering them specialized programmes, training, on-the-job experiences, and coaching. Others are investing in new technologies to connect candidates with opportunities and surface skills.
Conclusion
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