Worker shortages continue to plague businesses across the nation. The industries with the greatest number of job openings are transportation, healthcare, social assistance, accommodations and food sectors according to the U.S. Chamber of Commerce.
Additionally, companies involved in durable goods manufacturing, wholesale and retail trade, education and health services are all experiencing labor shortages.
If you’re looking to recruit new workers, staying up on the latest trends can help you stay competitive. What do these recruitment trends look like in the summer of 2022?
More proactive engagement of potential employees, even for entry-level positions
In an article published by Forbes, Eric Friedman, the founder and CEO of eSkill shares that although proactively engaging potential new hires has been an approach traditionally reserved for hiring C-suite professionals, one of the newest trends is for companies to use this same practice when hiring individuals for entry-level positions.
Friedman shares that the goal is to start to build a relationship with candidates early on, so your company becomes more appealing than others in the field.
Being proactive means not waiting until someone has applied to start the employment conversation. This could involve reaching out to qualified candidates on LinkedIn, for instance, and letting them know about the open position and what your business has to offer.
Another option is to ask your current employees to give you the names of people they know who would make a good addition to your team, then reach out to them directly.
Recruitment will remain remote
When the COVID-19 pandemic began, everything went remote—even recruitment. The internship program management platform Symba suggests that remote recruitment is likely here to stay, even beyond the summer of 2022.
This platform adds that there are many benefits of recruiting remotely, some of which include faster hire time, access to a more diverse pool of candidates, cost savings and more.
If your recruitment process isn’t currently remote, making modifications can help you capitalize on this latest trend. Offer remote job fairs, conduct your interview virtually and make your HR team available online.
Recruitment will remain remote
Want to really appeal to job candidates this summer? Branch, a workforce payment platform, suggests that the company offering the fastest employee payments will stand out as people are looking for ways to improve their cash flow. Branch states that this is even more critical when recruiting seasonal help.
Take a look at your current employee payment processing system and consider whether it is as streamlined as it could be. Finding ways to improve the time it takes to get paychecks into employees’ hands can make your business more attractive to prospects.
Credentials take a back seat
Depending on the specific job opening, your company may require potential candidates to have a diploma or degree in a certain area of study. However, credentials aren’t expected to be as necessary as they used to be according to Jennie Dede, LinkedIn’s head of global customer success and talent solutions, who shared this in an interview with HR Dive.
The reason is that a degree doesn’t always translate to having the required skills for the job. This can be important to keep in mind not just when posting your job opening but also when interviewing candidates. Instead of asking about their degree or college GPA, ask about the skills they have that can help them perform the required job functions.
The benefit of this approach, according to Dede, is that retention rates are better for employees without degrees as, on average, they will stay with a company 34% longer. Changing your recruiting process to capitalize on these trends can help you get ahead of your competitors, providing access to the most qualified prospects and the top talent in your field.
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