Top 5 Recruitment Trends for 2022 | FMCG Recruitment Specialists
Summary
TLDRخلال عام 2021، تعرضت التوظيف لتحديات كبيرة، بدءًا من الرخصة الواسعة إلى الدخول في ما يُعرف بـ "الاستقالة العظيمة". ومع ذلك، ما زال سوق الوظائف غير متوقعًا. لكي تبقى على اطلاع دقيق عن التغييرات، أحدثت فيديو آخر عن الاتجاهات الخمسة الهامة في مجال التوظيف لعام 2022. يناقش النص ال五种关键趋势 لجذب الموظفين، وكيف يمكن للشركات التعامل مع هذه التحديات لضمان البقاء في المنافسة في الفضاء الوظيفي.
Takeaways
- 🔄 2021见证了人才招聘领域的重大挑战,从广泛的休假到大规模辞职,就业市场的不可预测性成为唯一常态。
- 🔍 为了应对2022年的变化,企业需要关注五个关键的招聘趋势,以保持竞争力。
- 📉 招聘市场从疫情初期的大量申请转变为现在的被动候选人市场,导致招聘广告效果大不如前。
- 💰 人才短缺导致工资上涨,候选人对工作机会的选择更加挑剔,对招聘流程的体验要求更高。
- 🚀 企业需要提高招聘流程的效率,缩短招聘时间,以吸引高需求的候选人。
- 🔗 灵活工作成为吸引人才的关键因素,企业需要制定详细的混合工作策略来保持竞争力。
- 🏆 企业文化超越薪酬成为候选人考虑新职位时的首要因素,企业需要更加注重文化建设与传播。
- 🔎 细节是吸引被动候选人、提供优质候选人体验、保持流程高效、推广混合工作策略和有效沟通文化的关键。
- 🤝 企业需要与招聘伙伴建立更紧密的合作关系,以获取更深入的市场洞察和提高招聘效率。
- 💡 投资于招聘策略是企业在2022年保持招聘竞争力的关键,这要求企业在选择招聘代理时更加注重细节和质量。
Q & A
ما هي التحديات الرئيسية التي واجهتها الشركات في جذب الموظفين في عام 2021؟
-في عام 2021، تعرضت الشركات على تحديات مثل الفصل الكامل الشامل والتحول إلى ما يُعرف بـ "الانسحاب الكبير". وخلال هذا العام، ظلت ال唯一 الثابت في سوق العمل هو عدم القدرة على التنبؤ به.
ما هي الاتجاهات الخمسة الرئيسية التي يجب على الشركات مراعاتها عند جذب الموظفين في عام 2022؟
-الاتجاهات الخمسة هي: التعامل مع السوق السلبي للمرشحين، التعامل مع نقص ال才能، تحسين تجربة المرشح، تحسين عملية التوظيف، وتقديم استراتيجيات عمل مختلطة وتعزيز الثقافة المنظمة.
لماذا أصبح المرشحون أكثر نفوذا في ال<HTML>年份 2022؟
-التحول إلى السوق السلبي للمرشحين هو نتيجة تغيرات ال Marketplace التي أدت إلى انخفاض عدد الطلبات على الوظائف، مما يجعلها أكثر نفوذا وأكثر تحدياً في جذبهم.
ما هي التأثيرات المحتملة لنقص ال才能 على الرواتب؟
-نክف ال才能 يؤدي إلى زيادة الرواتب بسبب الزيادة في الطلب على المرشحين وزيادة القدرة على الاختيار، مما يدفع المرشحين لطلب أجر أعلى.
كيف يمكن للشركات تحسين تجربة المرشح؟
-يمكن للشركات تحسين تجربة المرشح من خلال تقديم مزيد من التفاصيل حول الوظائف والفريق والثقافة، وتحسين التواصل والعمليات المقابلة، وضمان سرعة وكفاءة في العملية التوظيف.
لماذا يجب على الشركات تحسين عملية التوظيف؟
-لتجنب تكاليف الانتظار الطويل وضمان سرعة الاستجابة، يجب على الشركات تحسين عملية التوظيف لجذب المرشحين الفعالين وزيادة احتمالية النجاح في جذب الموظفين.
ما هي أهمية استراتيجيات العمل المختلط في جذب الموظفين؟
-استراتيجيات العمل المختلط تساعد في الحفاظ على التعلم والتنمية والتعاون والإبداع، وتظهر القدرة على ال公司经营 على تلبية الاحتياجات الحالية للموظفين.
كيف يمكن للشركات تعزيز الثقافة المنظمة لجذب المرشحين؟
-يمكن للشركات تعزيز الثقافة المنظمة من خلال التركيز على تطوير التنوع والشمولية، والعمل بشكل متعدد الجوانب للتعبير عن قواعد القيم والقيم الأساسية للشركة.
لماذا يجب على الشركات الاستثمار في استراتيجيات التوظيف؟
-الانتباه إلى التفاصيل والتركيز على تطوير استراتيجيات التوظيف يمكن أن يساعد في تحسين النتائج وزيادة احتمالية جذب الموظفين المناسبين.
ما هي الدور الذي يمكن أن يلعبه الشركاء في تحسين استراتيجيات التوظيف للشركات؟
-الشركاء يمكن أن يساعدوا في تقديم ال洞见 اللازمة والعمل على تطوير علاقات مبتكرة مع المرشحين، مما يساعد على تحسين عملية التوظيف.
Outlines
🌟 2022年招聘趋势概览
2021年对于人才吸引来说充满挑战,从广泛的休假到大规模的辞职潮,就业市场的不可预测性成为常态。为了应对变化,Emily Gregson在Signature Career Management分享了2022年的五大招聘趋势。她强调了灵活工作、Zoom面试、职位空缺数量激增和候选人短缺等现象,这些变化都是由全球大流行引起的。她提出,能够预测市场变化的企业将能够从经济反弹中获益。她将分享五个关键的招聘趋势,这些趋势将决定企业在即将到来的一年中的成功或失败,并讨论企业如何应对这些挑战,以保持在就业市场的竞争力。
🚀 招聘策略的转变与挑战
随着候选人变得更加被动,企业面临着巨大的人才短缺问题。这导致了企业之间的激烈竞争,以吸引人才。候选人现在可以非常挑剔,他们不仅要求薪资上涨,还要求有良好的候选人体验。如果企业不能提供详细的业务和职位信息、沟通不畅或招聘流程拖沓,候选人就会选择退出。企业需要提高招聘流程的质量,包括提供详细的职位描述、结构化的面试流程、有效的沟通和专业的方法。此外,企业需要与招聘伙伴建立更紧密的关系,放弃低成本的多机构招聘方法,转而寻求更高质量的招聘合作伙伴关系。
🔍 细节决定成败:2022年招聘的关键
为了吸引被动候选人、提供优质的候选人体验、保持流程的精简、推广混合工作策略以及有效传达企业文化,关键在于细节。细节能够区分你的职位机会,并吸引被动候选人。细节的关注有助于提供优质的候选人体验,同时保持流程的精简。对企业细节的深入理解将使你能够向市场传达你的混合工作策略和文化,吸引顶尖人才。对于那些利用外部机构招聘的企业来说,他们需要与招聘伙伴建立更紧密的关系,加强沟通,提高细节水平。企业需要在招聘策略上投入更多资源,以保持在2022年就业市场的竞争力。
Mindmap
Keywords
💡التشجيع
💡المرشح النشط
💡نقص ال人次
💡تجربة المرشح
💡التوظيف السريع
💡العمل القابل للتكيف
💡الهيكل البيئي للعمل
💡الulture الوظيفية
💡التفاصيل
💡الشراكات الاستشارية
Highlights
2021 has been a year of unpredictability in the job market, transitioning from widespread furlough to the 'Great Resignation'.
The top five recruitment trends for 2022 are identified to help businesses stay competitive.
The job market has become increasingly passive, with candidates less responsive to traditional recruitment methods.
Businesses need to work closely with recruitment partners to attract passive candidates effectively.
There is a significant talent shortage, leading to increased competition among businesses to secure top talent.
Candidates are becoming more selective, demanding higher wages and better candidate experiences.
Poor candidate experiences are now a barrier to accessing talent, with candidates expecting detailed information and efficient processes.
Businesses must streamline their recruitment processes to remain competitive in the current job market.
The shift towards flexible working has been significant, and businesses must consider how they manage this to stay competitive.
Organizational culture has become a top consideration for candidates, surpassing remuneration in importance.
Businesses need to develop and communicate a strong employer brand to attract talent.
The key to addressing recruitment challenges in 2022 is detail, which separates opportunities and enhances the candidate experience.
Investment in recruitment strategies is crucial for businesses to stay competitive and attract top talent.
Building closer relationships with recruitment partners is necessary for sharing detailed insights and improving recruitment effectiveness.
Recruitment partners should push for detail and challenge businesses to provide comprehensive information about their opportunities.
Transcripts
2021 has been a challenging year in
talent attraction we've gone from having
widespread furlough to stumbling into
the great resignation and however you
look at things over the last 12 months
the only thing consistent about the job
market has been its unpredictability so
to give everyone a fighting chance of
staying abreast of change as we move
into a new year i thought i'd update
last year's video about the top five
recruitment trends to look out for in
2021 with a new incarnation highlighting
the five critical trend that businesses
need to consider as we move into 2022
[Music]
hi it's emily gregson here at signature
career management where we help fmcg
businesses connect with a market leading
talent if you're new to us don't forget
to hit subscribe and make sure you click
the link in the comments below to follow
our company page for up-to-date market
insight career advice and recruitment
tips and all-round good content so let's
get started
whether it's flexible working zoom
interviews record numbers of job
vacancies or extreme candidate shortages
there are few aspects of the talent
landscape that have remained untouched
by the global pandemic but with
industries struggling to keep up with
the pace of change those that can second
guess emerging trends stand to be well
positioned to take advantage of the
economic bounce back so given the
benefits that can be realized by
correctly predicting how the market is
changing i thought i'd share my insight
into the key recruitment trends to look
out for in 2022
in this video i'll outline the five most
important aspects of talent attraction
that will determine the success or
failure of the upcoming year how
businesses can approach these challenges
to ensure they remain competitive in the
job space and then if you stick around
till the end i'll highlight the single
most important element of recruitment
strategy that businesses need to
incorporate if they want to keep their
hiring plans on track so here's my five
hiring trends to look out for in 2022
[Music]
we've gone from getting over 500
applications for every job at the start
of the pandemic to adverts barely being
able to muster a raised eye right now
and this is a symptom of what has become
an extremely passive market
but apart from the immediate aftermath
of the first wave of the pandemic the
shift towards passive candidates is
nothing new
ever since the job space became
hyper-connected with the dawn of the
information age we've seen gradually
increasing levels of apathy amongst
candidates and the impact of the last 18
months has compounded these effects even
further with the market shifting as much
in the last year as it did in the decade
before
what this means for businesses though is
that a simple job advert or a quick ring
round-a-few agencies has become
extremely ineffective at garnering the
attention of candidates as 2022 is going
to see candidates become even more
passive businesses and their recruitment
partners are going to need to work a lot
more closely to identify approach and
attract candidates to their
opportunities or risk the opportunity
costs that come with protracted
recruitment campaigns and prolonged
periods of unfilled vacancies the only
plus side to this is that with the
proclaimed great resignation in full
flow for businesses that modify their
approach and find a way to access the
passive talent pool there is a huge
opportunity to boost the talent in their
teams
[Music]
the increasingly passive candidate pool
is resulting in a huge talent shortage
for businesses who are looking to
bolster their teams what this has
created is an almost feeding frenzy as
businesses clamor to secure talent ahead
of their competition the effect it is
having is that candidates are able to be
very selective over the opportunities
they engage in so first and foremost
we're seeing wage rises as candidates
gain a greater grasp of their market
worth but secondly this means that
candidates are no longer putting up with
substandard candidate journeys in short
if a high level of detail isn't provided
about the intricacies of a business and
the opportunity within that business
candidates aren't entertaining them
if communication is poor or slow
candidates are being put off if
processes drag on candidates are pulling
out candidates have always viewed the
recruitment experience as a reflection
on the company they are interviewing for
the difference as we move into 2022
though is that candidates can be far
more selective as they are in greater
demand so poor candidate journeys are
now blocking businesses access to talent
more than ever what we'll see moving
forward is businesses raising their game
and demanding more from their
recruitment partners to counter the
negative effects that poor canada
experience is having on their access to
talent
high levels of detail around roles teams
and cultures structured and thorough
interview stages effective and efficient
levels of communication and a general
all-round professional approach to the
recruitment process will deliver hiring
organizations a huge advantage in the
job market but to do this many
businesses will need to change how they
are working with recruiters to
facilitate closer relationships
that means shunning the low-cost
multi-agency approaches that are still
surprisingly common and moving towards
higher quality recruitment partnerships
[Music]
as well as providing structured and
thorough interview processes businesses
are going to need to ensure that from a
logistical point of view they can
provide them in a timely manner because
when candidates are in high demand they
don't stick around for long this means
that businesses who fail to prepare need
to prepare to fail because the uk's
average 28 days to hire is a long time
in the current job space the danger for
businesses who are trying to shorten
their lead time of their recruitment
process though will be that they need to
retain a robust methodology unless they
want to run the risk of making hasty
hiring decisions businesses will need to
move towards structured search phases
that utilize recruitment partners to
undertake a full market map rather than
the hit and hope methodology of the
multi-agency approach this will enable
an effective management of the
recruitment processes so that time
scales and contingency planning can be
implemented based on real-time insight
and a complete process overview the
advantage that businesses will have by
streamlining their processes with the
use of recruitment partners is that they
can implement additional screening
stages during the search phase and to
add extra robustness to their campaigns
without negatively impacting the
duration of them this will also
contribute towards the final stage of a
recruitment campaign and it will
facilitate better communication with hr
departments because when a decision is
made candidates need to be offered
contracts signed notices handed in and
the process boxed off as quickly as
possible as they say in the recruitment
industry time kills a deal so for
recruitment processes to be successful
in 2022 they'll become a lot more
streamlined
obviously there has been a big shift
towards flexible working over the last
year and is actually featured in my
recruitment trends for 2021 but as with
everything once the dust is settled the
devil is in the detail and businesses
are going to need to give a lot of
consideration to the arrangements they
put in place if they want to stay
competitive in the war for talent
candidates won't just want to know how
many days they will be in the office and
how many days they can work from home
but they'll want to know how businesses
are going to deliver this without
harming learning and development
opportunities collaboration innovation
and creativity whilst also mitigating
against proximity bias ultimately
businesses are going to need to have
detailed and demonstrable hybrid working
strategies in place if they want to
attract the best talent to their teams
because simply saying that you can work
from home three days a week is unlikely
to cut it as the wider industry start to
develop comprehensive remote working
policies getting the right blend between
having employees in the business enough
to experience the benefits that this
brings what's providing the flexibility
to attract talent is going to be a
balancing act this will require market
insight about what candidates are
attracted to and how this stacks up
against the wider market and the easiest
way to do this is to build a close
exclusive relationship with a
recruitment partner who has their finger
on the pulse then build a mutually
beneficial working relationship that
enables you to extricate their market
insights because let's face it if you're
still plugging away with the
multi-agency approach in 2022 none of
them will be spending time compiling
this information for you while their
competition are running around trying to
harvest cvs
culture has overtaken remuneration as a
top consideration of candidates when
considering a new role but unfortunately
for businesses bottom line this hasn't
been at the detriment of salary
expectations in fact higher levels of
job vacancies combined with talent
shortages has actually pushed salaries
up which means businesses are going to
need to place even greater emphasis on
honing communicating their company
culture unless they want to end up
paying inordinate amounts of money in
salaries to attract talent
the rise in remote working has added
greater challenges to influencing
organizational culture and this means
that businesses are going to need to
take a multifaceted approach whilst
being more proactive about developing
their teams primarily if businesses want
to be competitive in the job space they
need to nurture and develop diverse and
inclusive cultures because they don't
just promote organizational success but
they're also attractive to candidates
secondly though it's going to be
critical that they communicate their key
strengths into the marketplace this will
require a few different approaches and
will need hr and marketing departments
to work closely to develop and
communicate their employer brands but in
the case of businesses that utilize
outside agencies for approaching talent
they're going to need to develop far
more collaborative relationships which
is only going to work if there is
commitment on both sides this is going
to require a step change from
traditional transactional relationships
but as long as these businesses can find
an agency partner who can deliver
consistency and who they can build trust
with once they start to realize the
benefits of this arrangement they will
be far more effective in the talent
market as you move through 2022. so
what's the answer to all of these
challenges how can you attract passive
candidates offer a premium candidate
experience but keep your processes
streamlined promote your hybrid strategy
whilst effectively communicating your
culture well the key to all of these
solutions is detail it is the detail
that separates your opportunity to the
glut of others out there and what will
really entice passive candidates to make
that move and apply
its attention to detail that facilitates
a premium candidate experience while
simultaneously keeping your process
streamlined and it is a detailed
understanding of the intricacies of your
business that will enable you to
communicate your hybrid strategy and
your culture to the marketplace to
capture the imagination of top tier
talent and what this means especially
for those utilizing outside agencies is
that they're going to need to build a
closer relationship with their
recruitment partners to strengthen the
lines of communication that propagate
heightened levels of detail like with
anything in life when the going gets
tough and trust me recruitment is tough
at the moment
you need to allocate greater resources
to overcome the challenges
so businesses are going to need to
invest in their recruitment strategies
if they want to stay competitive in the
job space in 2022 but the one good thing
that comes from the heightened level of
detail that is required to compete is
that it acts as a barometer for success
when picking a recruitment agency to
partner with because if they're not
pushing you for detail or challenging
you to answer more questions how the
hell are they going to help you to be
effective in the job market so those are
my top recruitment trends to look out
for in 2022 hit subscribe share your
thoughts in the comments below make sure
you follow our linkedin company page and
be sure to look out for lots more great
recruitment advice over the upcoming
year
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