The Best Strategies for Effective Recruiting in 2022 and Onward

With the Great Resignation, post-pandemic recruitment is more challenging than ever. Here are some strategies you can implement to improve your talent pool and attract the best candidates.

Focus on internal mobility

Prioritise the employees who are already established within the company. In addition to linear promotions, this includes supplementary projects, mentorship, and new positions. Internal mobility programs help you attract and keep great talent. They are also a way to save money, time, and other resources.

Investing in your employees’ careers inspires a high degree of loyalty. According to a report by LinkedIn, as much as 94% of workers would stay longer with their company if it invested in their career development. Pay attention to your employees’ aspirations and help them develop the professional skills to advance in the company’s structure.

In addition, hiring an internal candidate for a position is a natural way to save. If your “new” hire already knows the company culture, values, and processes, that cuts down on hiring risks and costs. It will take them far less time to reach a desired degree of functionality and productivity. In return, you have assurance of your “new” employee’s competency and quality.

Adapt to Generation Z

Tailor your recruitment strategies to the up-and-coming talent. The iGeneration, also known as Gen Z-ers and the Digital Natives, encompasses people born between the mid-nineties and around 2012. These workers are now coming to the phase where they are migrating from internships and entry positions into better-established ranks of the workforce.

As far as recruitment goes, you want to keep in mind some of the defining characteristics of Generation Z. Here are some key insights into their mentality:

●        They are aware of their lack of communication skills and that worries them

●        They are remarkably tech savvy

●        They place high value on job security and security in general

●        They very much prefer video content

Some steps you can take to appeal to Gen Z talent include:

●        Reform your communication with candidates. Use short videos or voice messages rather than emails.

●        Abandon long textual job descriptions. Be succinct and employ visual platforms (e.g. YouTube) to present your company in a dynamic way

●        Approach them in their preferred social media environment (e.g. on Instagram or Snapchat).

One thing to keep in mind is that the Digital Natives can be fickle in their platform preferences. Invest some effort in staying on top of the latest trends. Conversely, you could build a presence on each of the platforms they use so that you can utilise any channel at a moment’s notice.

Hire more diversely

In 2022 and beyond, all companies will massively benefit from recruiting for more diversity. This holds true in all industries, from a real estate recruitment agency to an IoT implementation company. A diverse business benefits from more innovation, which means better performance, better productivity, and a better bottom line.

Diversity recruitment also gives you a larger talent pool and more chances to land creative specialists. It brings together employees with varying perspectives for well-rounded, optimal results.

Not least, it is a great bonus to your company’s image and brand as an employer. It gives you a reputation for open-mindedness, flexibility, modernity, and inclusivity – all highly valued in today’s employer market. You can appeal to a much wider range of potential candidates.

Include onboarding in recruitment

Although onboarding usually comes after the recruitment itself, it still affects the process. Subpar onboarding experiences mean employees are more likely to prematurely resign. They could also share negative opinions on platforms like Glassdoor, impacting your employer brand in the eyes of future candidates.

Rely on data

To maximise the effectiveness of any recruitment strategies, you have to measure your efforts. You need quantitative insight into the resources you are investing, the return in the form of new employees, and the quality of these new talents you are hiring.

Some things to track include:

●        The time it takes to fill a position,

●        The sources of new talents,

●        The quality of new hires,

●        Staff turnover rates,

●        Attrition levels over time (e.g. the course of a year), etc.

The specific recruitment metrics to monitor will depend on your specific line of business. When you devise your strategy for the rest of the year and the immediate future, take some time to look for appropriate tools and methods. Custom data can go a long way in informing your recruitment methods and dramatically improving the results.

To sum up, the best recruitment strategies for the immediate future are diversity-oriented, open to internal mobility, adapted to the Gen Z workforce, and data-driven. For bonus effectiveness, view the onboarding as an extension of the recruitment process. Ensure quality experiences from the start to improve your reputation and increase talent retention.