2022 Research Summary
In March and April of 2022, CareerXroads engaged with talent acquisition leaders, industry consultants, and professional analysts to talk candidly about the current state of talent acquisition, shifts in the employee-employer dynamic, and the rise of technology, and the way forward in 2022. Approximately 30 minutes in length, these conversations revealed high-level patterns that span industries.
For many industries, 2021 brought a significant uptick in hiring, with requisitions at several organizations doubling from 2020 to 2021.
While alumni recruitment has been a topic of interest throughout the pandemic, most organizations lack a formal process for tapping into this experienced candidate pool. Many leaders note that the most strategic talent acquisition teams will incorporate alumni recruitment into their overall strategy.
A significant shift in the employee-employer dynamic has occurred over the last two years. A combination of factors is at play in this power shift, including increased access to opportunities, higher wages, and a reevaluation of life priorities. To remain competitive, organizations need to focus on the candidate experience, including being responsive to candidates’ needs and providing flexibility wherever possible.
The trend toward assessing candidates’ skills and abilities versus education and even experience is gaining traction in many organizations. Aside from the obvious benefit of increased candidate pools, this strategy shift also supports DE&I efforts. Some major players in tech have built out skills frameworks within their platforms, and there are several start-ups to keep an eye on.
With employee attrition on the rise during “The Great Resignation,” many organizations have established robust internal mobility programs and opportunities for upskilling employees. Technology is also playing a role here with employee experience and engagement platforms. In organizations with a strong culture of internal mobility, buy-in at the management level is crucial.
In attracting and retaining talent, flexibility will remain key moving forward. While many leaders and management teams push for a return to the office, the most strategic organizations will offer flexibility with remote or hybrid work arrangements. The key to success with a remote or hybrid workforce is providing training for your managers on leading remote teams.
Whether an organization is starting its tech stack from scratch or taking a critical look at its existing technology, talent acquisition leaders are looking to automate further, boost productivity, and improve efficiency.
As organizations continue to seek broader talent pools, virtual interviewing is here to stay. While Zoom and Teams have been mainstays of the pandemic, virtual interviewing platforms are expanding to support the entire hiring experience.
The crisis brought the rise of gig and freelance workers, with many individuals preferring freelance work over traditional employment. However, the sector isn’t without challenges, including access to affordable health insurance and reduced engagement and brand implications for companies. For organizations to remain strategic in this hiring market, they will leverage talent in many ways.
These are consistent messages threaded throughout our conversations that span various industries and multi-national organizations. The videos below provide a detailed look into our conversation with each professional and include a full call transcript.