Planning your HR Tech Stack for 2022? Here’s Why You Should Build your Recruitment Strategies

Recruitment trends keep HR managers on thier toes. As the festive season approaches rapidly, much of the attention in business are turning to build stron and efficient HR Technology stacks for 2022. The last two years have been completely unpredictable in business terms, but as we settle into comparatively calm waters, we can start to understand the key drivers, conditions, behaviors, and trends which will govern the recruitment, HR, and management landscape in the year ahead. 

The most important thing to recognize is that the next 12 months are going to be all about change, so recruitment businesses and HR firms must be ready to be flexible if they are to make the most of the opportunities 2022 can offer. 

So what trends can we expect to see in 2022?

• Diversity at the fore: One of the biggest advantages of the move towards remote working is that it encourages greater diversity. No longer are businesses bound by geographical reach and commuter belts – now we can access the best talent, wherever it’s located. As workforces change to become geographically widespread and encompass different employment types, diversity will continue to improve as more women, more parents, and more people from across the country and even continent add their voices to a team. 
• The growing use of AI: As AI becomes increasingly commonplace elsewhere, recruiters are beginning to harness its potential to improve the candidate experience, and to handle pre-screening with ease. And, where recruitment agencies go, an in-house resource often follows. We expect to see greater adoption of technology to support recruitment and HR processes. 

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• Perfecting the remote approach: We’re still very much in a remote working world, and it will be vital that the remote recruitment process is refined. Recruiting over Zoom is new to many of us, and it’s not without its foibles. But as location constraints are overcome by technology and new approaches to recruitment enable more remote working, companies will need to execute seamless remote onboarding in order to make the right hire. 
• Agility for businesses and candidates: This can help bridge the gap between job vacancies and finding talent. Agility allows businesses to access top talent without a full-time salary outlay, while candidates can build a more flexible lifestyle which many increasingly crave since the onset of the pandemic. We’ll soon see workforces that comprise multiple different employment types – full-time, part-time, consultant, flex-perts, and contractors – becoming more commonplace and replacing a once solely full-time workforce. For HR teams, this presents a new challenge in how such teams can be managed – so agility requires careful planning from the boardroom down. 
• Niche, niche, niche: Building a niche has been a growing trend and in 2022 we’ll see even more recruiters moving into the sector and discipline-specific recruitment as they focus on building long-lasting client and candidate relationships. This is great news for HR and internal recruitment teams, as it makes building lasting relationships with agencies easier. 
• The rise of the proactive recruiter: With more tools than ever before, businesses can search out potential new recruits with more accuracy. This is hugely helpful for building a business and finding the right people to help you grow, but it does pose a significant risk of loss of talent to competitors. It will be important, therefore, that HR teams focus on creating an attractive working environment so that new talent wants to join and existing talent is keen to stay. 
• Omnichannel tops the list: HR teams and recruiters will need to make sure they’re constantly looking for new talent – but crucially they need to reassess what channels they’re using to find people. It won’t be enough to post a job ad and wait for CVs to come in; the top talent will be being actively targeted by competitors, so it will pay off to proactively search. You’ll need to search in multiple places at once, with the relevance of social media growing in particular. As a result, companies will need to work on their own profiles and make themselves as attractive as possible as compensation and flexible work culture is more important than ever. 
• Branding is king: This leads us on to branding. Candidates are becoming more discerning about who they work for, so brands must build a compelling position in order to attract the top talent: this isn’t negotiable! The battle for talent will become fiercer as The Great Resignation continues, and organizations may find themselves in a situation where they simply do not have the right people on board to allow for sustainable business growth. 

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2022 provides a huge opportunity for HR. With such a huge amount of change on the horizon, HR teams can really shine and add even more value to their organizations. The key will be striking the right balance between finding new talent and nurturing the existing one. When HR leaders can get that right, they’ll hit a sweet spot that allows organizations to flourish. 

[To share your insights with us, please write to sghosh@martechseries.com]