Recruitment Approaches in 2022

In the second quarter of 2022, businesses all over are looking for ways of recuperating from a hard 24-month stretch. Even businesses who survived the pandemic are already looking ahead to the future and facing their main challenge of 2022: finding and retaining their top talent.

Companies who optimise recruitment practices and properly utilise hiring trend data consistently reap the benefits. Many companies can’t hire as fast as they need to, so evolving to a skills-focused based approach is a viable solution to this ever-growing issue.

The future of hiring and development goes beyond judging employees and new hires based on their work history – the true gold is found by basing hiring decisions on their skill sets instead.

  1. Flexible and hybrid work options for engineers

The shift towards a hybrid and a flexible workforce has provided its benefits for workers, giving them more choice without sacrificing the demands of the business. Many studies have shown higher rates of productivity in home-workers ; and with hybrid work, engineers will be able to continue working home some or most days. Many professionals prefer working from home as it eliminates the need to commute, but softer benefits such as more flexible working patterns, fewer distractions and reduced care costs are just as valuable.

The pandemic has shown us that fewer employees need to work on-site than was once believed, and more companies — particularly in this sector — are getting more inventive around the idea of working from home. It’s important to think about implementing the approach of hybrid work going forward, if possible, in order to retain existing talent by focusing on providing a great employee experience.

  1. Advanced Screening Tools

Although the idea of skills tests to evaluate a potential employees merit isn’t new by any means, a lot of organisations still rely on screening candidates by reviewing resumes and the using traditional interview process. Although these still have their benefits, they don’t provide actual data about each candidates skills and their natural ability. A skill test allows employers to screen more accurately and streamlines the hiring process – a huge benefit when companies are fighting over candidates to hire the top talent first. Skill tests can also rule out anyone under-qualified and provide the benefit of assessing behavioural attributes which provide important insight into a candidate’s ethics. It’s also important to rethink your job descriptions and focus on the results you would like to see, rather than the qualifications you think could deliver them. It’s a good idea to highlight the desired skills instead of creating a barrier and making a job seem unreachable with strict requirements, and employers must stay focused on skills and the assessments that can measure them. According to data, employees that don’t possess a traditional 4-year degree stay at companies 34% longer than those with one, according to LinkedIn data. (https://www.linkedin.com/business/talent/blog/talent-strategy/why-skills-based-hiring-starts-with-job-descriptions)

By rethinking the way that candidates are screened at the top of the hiring process, you can help ensure that hires at the end of the process have the right skills, regardless of their other credentials.

  1. Less Focus on local engineering recruitment

Another product of the pandemic: the boundaries of jobs and the limiting of talent search to merely driving distance is often eliminated now. This is a positive change and has allowed companies who have struggled with skill shortages in engineering to reap the benefits. This means hiring managers can cast their net far and wide to attract the top talent in engineering not just in local areas but across the region or country as a whole.

  1. Increase in proactively engaging candidates

Although this process may be more familiar with C-suite executive vacancies, it’s rarely used when hiring for entry-level positions. Organisations need to adapt to a proactive engagement strategy because passive recruiting is not nearly as effective as it has been. If Human Resources can notice this shift and adapt the hiring process at an early stage they can build a relationship with candidates to prove to them that they are the employer of choice.

While businesses still face an element of uncertainty in 2022, changes in the way we recruit will help hire the exact candidates they need. By putting focus into engagement and retention as well as flexible workplaces and skill-centric recruitment, employee-centric organisations are working hard to improve and retain an exemplary workforce in the face of shortages of talent and resources.