Against the backdrop of a nationwide recruitment crisis affecting most industries, finding and hiring the right talent can seem like an ongoing battle for recruiters. Want to fill your roles faster? Follow these recruitment tips for 2022 and help your business flourish.
What’s causing the UK’s recruitment crisis?
As you ponder how to find candidates to fill your vacancies, you’re no doubt experiencing some challenges. You’re certainly not alone.
In September 2021, a record 1.2 million job vacancies were recorded in the UK. Figures show that between February 2021 and February 2022, the number of professionals applying for vacancies fell by 37% while vacancies themselves spiked by 52%.
COVID-19 and Brexit: Tearing up the recruitment rulebook
Of course, the impact of COVID-19 is a contributing factor and tore up much of the old recruitment rulebook. Hiring in a post-COVID world just isn’t the same as it used to be.
However, other factors come into play too, including the impact of Brexit. The end of free movement led to a wave of EU nationals returning to their home countries and leaving job vacancies behind. Coupled with the skills shortage and suddenly the outlook is less than positive.
Organisations are struggling to attract candidates during what is probably one of the most challenging times in recruitment history. That makes now the ideal time to steer a new direction for your recruitment strategy to give your organisation the best chance of securing the right employees for your vacant roles.
Stay agile to recruit more effectively
Adjusting to the new normal means recruitment tips for 2022 are a far cry from those of the past. Changing trends combined with a profoundly new workforce outlook means organisations need to stay agile with their recruitment strategies.
Let’s take a look at some strategic steps your HR team can take to elevate your company above the rest.
1. Tell your company’s story
Standing out from other companies isn’t always easy. So take some time to really consider what makes you different.
Focus on your organisation’s uniqueness, its character, and its foundations. Did the idea for your company start in an interesting place or situation? Be sure to tell your company story in an engaging way that makes others want to be part of it.
If you don’t know your company’s history, try speaking informally to the founders, owners, or CEO. It’s the small, unique details that can have the greatest impact.
2. Showcase job security and employee flexibility
When it comes to recruiting, a good salary certainly helps. But it’s definitely not the driving factor for all candidates. Research from a YouGov survey reveals that:
- 51% of people rate job security as being most important to them.
- 40% of people state that flexibility is what matters most to them.
- Only 32% state that pay is their primary concern.
What does this mean for your organisation during this recruitment crisis? Well, it shows that candidate attraction strategies need to focus on job security and clearly show other benefits that denote employee flexibility. Some of these benefits could include:
- Flexible working hours.
- Mix of office and working from home.
- Flexible pay via access to earned wages or on-demand pay.
- Generous holiday allowance.
- Plenty of opportunities to upskill and progress.
On-demand pay from Openwage gives employees the flexibility to choose when they get paid. As on-demand pay is still relatively new, it’s a great perk that can help your company stand out from competitors.
3. Be human
With the pressure to fill multiple vacancies and an increased reliance on HR technology, there’s a danger that the recruitment process may come across as being a little robotic.
While there’s no doubt that HR tech can help drive recruitment success, showing your human side during the recruitment process can be a deal-breaker for candidates.
From your job advert, to the very first point of contact and throughout the interview phase, you have plenty of chances to allow the human side of your organisation to shine. But how can you truly engage with candidates?
- Avoid overly corporate language in your job adverts. You’re appealing to humans, so speak like one!
- Show genuine interest in your applicants. Yes you’re assessing their professional skills, but take the time to get to know and understand them on a more personal level. They’ll remember you for it.
- Don’t leave candidates hanging. Ignoring their emails or messages will only drive them away. Nobody likes to feel ignored.
Put yourself in your candidates’ shoes. How would you like to be treated if you were them?
4. Get social
We all understand the power of social media. But most companies aren’t aware of the immense benefits it can offer when it comes to talent attraction strategies. One of the best recruitment tips for 2022 is to leverage social media to recruit.
Using social media to tell your story and show what life is like at your company can be an eye-opening experience. Showcasing your company or employer brand helps candidates understand the way you work and whether they’re a good fit for you.
Knowledge is key here. Find out where your desired audience hangs out online and target that platform. Here’s a snapshot of several social platforms and the typical age range of users:
- Facebook’s largest user group are those aged 25 to 35.
- Instagram is similar to Facebook, however 18 to 24-year-olds come a close second on Instagram.
- On TikTok, it’s 10 to 19-year-olds whom dominate this platform.
- Twitter users are mainly in the 18 to 29-year-old bracket.
- LinkedIn’s largest group is made up of 25 to 34-year-olds.
To get the best out of recruiting via social media, be human, be regular, and be honest to build trust and engage prospective candidates. Spend time creating content that’s engaging and gives a real insight into your company.
To get more eyes on your content, you may need to invest in paid ads (also called ‘boosted’ or ‘sponsored’ posts).
5. Promote your values
We’ve already seen the evidence that shows that candidates aren’t only interested in the pay that you offer. So when looking at how to attract candidates, you need to be loud and proud about your company values.
Younger generations are more focused on finding an organisation that aligns to their own values than any other time in history. Yes, the top talent is seeking great opportunities. But they’re also striving to find a place they feel they belong.
Typically, many organisations keep their values as internal mechanisms and don’t think about communicating them externally. Many overlook them when it comes to recruitment strategies when actually they can be a useful tool.
Make sure your values are easily visible on your website, on your social media profiles, press releases, and anywhere else where you’re painting a picture of your organisation.
6. Think beyond the job offer
So you’ve worked hard to attract multiple applicants and assess them. You’ve found your dream candidate, offered them the position and (hooray!) they’ve accepted the job. But then what?
The thrill of the chase means that recruiting employees often takes precedence over retaining them. But a balance is needed.
If your focus is all on recruiting then you may be more likely to find yourself repeating the process sooner than you wanted. That’s because without an effective retention strategy, employee turnover will rise.
Consequently, your organisation needs to put as much focus on retention as recruitment to attain those highly-sought after low-levels of staff attrition.
Check out these ten things that employees want but rarely ask for to help boost your retention rates.
Thinking differently about how you attract candidates using these recruitment tips for 2022 will edge you closer to your target of filling vacant roles faster.
By improving the image you project of your company, you’ll establish a positive employer brand. This will mean you’re more likely to attract engaged, suitable candidates even before the job advert gets posted.
To find out more about on-demand pay from Openwage, that allows your employees to access their earned pay before payday, head over to our Employers page.