What’s in store for the recruitment market
With talks of The Great Resignation, and now The Great Retention, it is undeniable that the recruitment market has seen shifts in the trends surrounding the talent pool. These trends are important for employers all around to consider in the 2022 recruitment market in order to attract new talent and retain existing ones.
Incentivising candidates to join
The talent market now puts the companies which they apply to under a microscope. This means in depth research into the company’s brand, the culture, what the company’s employer value proposition is – all-in-all, whether the company is in line with a candidate’s personal beliefs.
Organisations must now take the extra step of analysing candidate market trends, and observe the concerns of candidates, which include diversity and inclusive hiring practices, a company’s stance on environmental, social and government policies, and the messaging of leadership in the company. Therefore, it is important for your organisation to shape policies and practices which are in line with what the candidate market wants in order to attract candidates.
Encourage employees to stay
Your candidate market is not just the potential candidates that will join – they are also the people presently within your organisation. If your organisation is facing talent shortage, it may be helpful to look inwards and consider whether internal mobility of your employees is an option for the organisation. Based on LinkedIn’s “The Future of Recruiting” report, internal mobility has increased significantly in Asia Pacific since the onset of the pandemic, and this is something which organisations should consider.
A way to deploy internal mobility is by upskilling, reskilling, and investing in your current employees. Not only will you be able to fill any gaps within your organisation, you will also be able to boost retention and engagement.
Widening the net in the search for talent
Employers and recruiters should also consider widening the net in the search for talent. This means either dropping or easing on job qualifications, and making allowances for gaps in resumes of candidates. Not only that, employers should also consider interviewing candidates who may not have direct experience or qualifications, but whose resumes show that they have transferable skills which could be used throughout their employment.
It is important for employers to do this as it means giving opportunities to candidates who are more agile and are willing to learn on the job. Besides that, employers stand to benefit from employees with a more diverse background which could contribute to innovation within the workplace.
All these considered, employers should continuously assess what the talent market has in store for them in order to attract the best of the candidate market into your organisation.
For more valuable information on what is in store for recruiters and employers, contact FirstWorks Group!
