The Key Recruiting Trends of 2022 at a Glance
The key recruiting trends for 2022. Social media, career page, job boards, employer branding, and applicant management for successful hiring.
Recruiting 2022 erfordert einen Paradigmenwechsel: Unternehmen bewerben sich bei Talenten, nicht umgekehrt. Die richtigen Kanäle sind Social Media, eine überzeugende Karriereseite und Multiposting auf Jobbörsen. Eine starke Arbeitgebermarke mit echten Werten sorgt für Relevanz. Und ein effizienter Bewerbungsprozess mit Bewerbermanagement-Software und Talent Pool sichert den Recruiting-Erfolg langfristig.
Recruiting in 2022: What Matters Most
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Breadcrumb: mana HR → HR Knowledge → Blog → Recruiting 2022
Contents
- Which recruiting channels still work today?
- In 2022, recruiting means applying to candidates
- A strong employer brand creates relevance
- No recruiting success without a good application process
- Conclusion: recruiting and marketing go hand in hand
- Frequently asked questions
TL;DR
Recruiting in 2022 calls for a shift in mindset. Candidates no longer apply to companies. Companies apply to talent, and they win that talent for the long term through the right channels, a credible employer brand, and a smooth application process, even in a tight labor market. The right channels are social media, a convincing career page, and multiposting on job boards. A strong employer brand with real values creates relevance. And an efficient application process with applicant management software and a talent pool secures recruiting success over the long term.
Author: Dominik Becker · Published: 05.01.2022
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The world has changed dramatically over the past few years. Thanks to technological progress and digitalization, people are more reachable today than ever before. The result: people take in thousands of digital impressions every day. So many companies struggle to stand out to potential employees and win them over. The shortage of skilled workers in many industries only makes this harder.
Recruiting in 2022 calls for a shift in mindset. Standing out to skilled professionals takes relevance and authenticity. That is the only way to win them over to your company for the long term.
Which recruiting channels still work today?
Recruiting used to mean posting a job and waiting for applications. Today it is no longer that simple. Choosing the right recruiting channel matters more than ever. The question many companies should be asking is: what is the best way to reach my target audience?
Successful recruiting campaigns often reach candidates across several channels, communicate a company's values and goals effectively, and put the benefits of a role front and center.
Social media, the recruiting channel of the digital age
According to the ARD/ZDF online study, more than 90% of internet users in Germany are active on social media. And social media today is much more than a way to connect with friends and acquaintances. It is a source of entertainment and news. That is the main reason it gets so much attention.
Through social media recruiting, companies can promote job postings in a targeted way and reach only the talent that matches the qualifications they want. This works especially well with passive candidates, people who are open to a new role in principle but are not actively looking.
For many companies, social media campaigns are the most effective recruiting channel today. Two things stand out in particular: transparent budget management and low lead costs, which often make for a lower cost per hire than other recruiting channels.
Career page, recruiting from your own company website
Active candidates are often interested in a company's values and culture. So they do their own research. A career page gives companies the chance to present themselves in an appealing way and win talent over. The career page is the hub of your recruiting, and no modern company should be without one.
The benefits of a convincing career page are huge, because it speaks to candidates who are already genuinely interested in the company. When you communicate your values, goals, and culture with confidence, along with the terms and benefits of the open roles, interested people can be moved to apply with little effort. That makes the career page an essential part of a successful recruiting strategy in 2022.
Job boards, the classic among recruiting channels
Even though job boards are among the oldest and best-known channels for hiring, they can still be effective today. Active candidates use them to get an overview of the open roles in their industry. But that always puts companies in direct comparison with their competitors, which makes it harder to win candidates over for the long term.
That is why job postings should be published across as many job boards as possible through multiposting. This way you reach as many candidates as possible and increase the chance of applications from the right talent. Companies should not invest too much time and money in job boards, though. A large share of candidates now applies through other channels. Even so, job boards remain an important part of a modern recruiting strategy and can be very effective.
In 2022, recruiting means applying to candidates
The shortage of skilled workers in many industries means it is getting harder and harder for companies to find the right people. So it is time for a fundamental rethink. In the past, many companies could rely on talent coming to them. Today that talent is in high demand and heavily contested.
So the roles are reversed: successful companies apply to candidates as attractive employers. What matters here is responding to candidates' wishes and goals in order to make a good impression. In this process, a company's HR department often becomes a marketing department when it comes to recruiting, because the tasks are very similar today.
Here too, it is about defining value propositions, showcasing your company's strengths, and presenting yourself as an attractive employer. Sought-after employers often get the best talent. Many trend-setting companies in Silicon Valley understood this very early. Today they often have the best and most innovative employees, a huge advantage over their competitors.
A strong employer brand creates relevance
In-demand employees want to work for companies that reflect their values and goals. Sustainability is one factor that is moving more and more into focus. Many people want to protect the environment and do something about climate change, and they look for an employer where they can make a meaningful contribution.
Young talent from Generation Z in particular is known for questioning brand claims and looking behind the scenes of a company. Greenwashing therefore has no place in employer branding. It is much more about becoming a more sustainable company, setting sustainable goals, and communicating them effectively to the outside world.
The same is true, of course, for other values. For skilled professionals, it is more important than ever to be part of a larger vision and to be able to measure the impact of their own work. Company culture is also an important part of the employer brand. No one wants to be overworked. Instead, professionals expect a healthy work-life balance, fair pay, and additional benefits.
All of this is an important part of the employer brand and corporate social responsibility. Companies that manage to build this up usually have no trouble attracting employees.
No recruiting success without a good application process
In recruiting, one thing holds true: after the application is before the application. Candidates today place a lot of value on a well-structured and efficient application process. Since they often apply to several companies, this process is a chance to stand out from competitors and win talent over for the long term.
Because applicants often share their experiences of the application process publicly, one thing is clear: only those who impress during the application process can position themselves as a sought-after employer.
Faster recruiting with applicant management
Effective applicant management is now an essential part of a lean and fast recruiting process. Candidates expect companies to keep them updated regularly on the current status of their application. When updates are missing or sparse, it goes down badly. The candidate experience matters more today than ever before.
For companies, though, it is a real challenge to keep candidates informed whenever something changes with their application. Larger companies in particular often manage the applications of hundreds of applicants at the same time. Without applicant management software, it is not possible to process applications efficiently and keep candidates up to date at the same time.
Talent pool: building long-term relationships with talent
As recruiting costs rise across the board, it almost always pays off to build a talent pool. A talent pool is a database of applicants who have already applied for a role and were not hired at the time. It often makes sense to keep these people warm and encourage them to apply again when another role opens up. This removes advertising costs, which lowers overall recruiting costs. As a result, investments in talent pools often pay for themselves very quickly. Since the applicants in a talent pool were already part of another application process, you can even simplify their new application and offer a direct path to an interview. That means minimal hurdles and a great applicant experience.
Conclusion: recruiting and marketing go hand in hand
In 2022, and probably well beyond, one thing holds true: recruiting and marketing go hand in hand. In this sense, HR professionals are also marketers, and they need to keep up with the trends to keep reaching new talent in the future.
Given these challenges, taking the load off with recruiting software is becoming more and more important. mana HR helps HR professionals build an employer brand, develop job postings that convert, and attract talent sustainably. Whether you are a small business or a large enterprise, mana HR is relevant for every employer that wants to make the changing world of work work for them, so they can keep winning the best talent in the future.