Recruiter Readiness: 8 Trends Employers Can Expect

Recruiter Readiness

The workforce is booming with potential employees. Now more than ever, recruiters face more qualified applicants hungry for work. The Great Resignation has empowered today’s employees to seek better opportunities. Because of this effect, it’s best to know the trends and practices that the current workforce wants out of their jobs.

1. Candidates want remote work

Before, remote work was a rare arrangement employed by a few companies or select employees within a company.

After COVID-19, employees no longer want to return to the office. With the high gas prices, most work is available online while there is comfort in being home. Since this working style has become the norm for many workers, it’s highly desirable to most applicants.

2. You will become an applicant yourself by using social media

These trends feature unique positions recruiters must take: being the applicant yourself.

With so many jobs on the market, possible candidates will look over hundreds of applications daily. It’s easy for a company to go unnoticed. A company must stand out, either with great benefits, remote work, or a great company name.

Being proactive can help hiring managers get the best workers. Recruiters have begun looking at a candidate’s social media to get an idea of what they can do. These possible employees will have their socials (such as LinkedIn and portfolios) updated regularly. The early bird gets the worm in today’s labor market.

3. Applicants are more engaging and focused

A significant new trend of recruiting comes from the applicants themselves. From jobs posted by a car transportation company to the mechanics that service said cars, all sectors are seeing an increased quality of job applicants. If the benefits are there, the applicants will be too.

Applicants must keep up-to-date with their applications. Many job-seekers are applying to handfuls of positions at a time. These job seekers know that they should look elsewhere if jobs don’t actively attend to their applicants via email or call.

It’s critical to keep a good relationship with your applicants. Try to keep applicants attentive to the company by reaching out to them first by social media or email. Check candidates’ websites for more information about soliciting an application.

4. Candidates need pay transparency from the start

To get the best, companies should state pay on their job postings. More often than not, candidates will walk away from listings that don’t offer or aren’t honest about salary.

Pay transparency means explaining all salaries or hourly pay options at the start of the hiring process. It’s best to list all salaries and pay—and keep to it. Current applicants will walk away if their work is low-balled.

5. The better the benefits, the better the applicants

Companies are attracting strong workers through a great list of benefits. Popular necessities, such as insurance coverage, should extend into the management.

Benefits of mobile payments, flexibility, office perks, and remote options are some of the current benefits offered to possible employees. The more you can offer your workers, the more you’ll be able to encourage them to stay. If someone tries to poach your workers later on, benefits can be the hook that keeps them attached to your company.

6. Hire for soft skills and offer training for specifics

With the Great Resignation, many people are rethinking their career options. This realignment means that professionals with highly-honed soft skills are available. These applicants represent an untapped market for companies, and they should be high on the radar.

Instead of hiring solely for the specifics of a job, look for soft skills from past employment. While every worker should have the fundamental skills, training can offer more education.

For example, if a company is looking to invest in a mobile app, they want to gather a team. These people should be both passionate about their work and know the basics. Everything else is accessible via training and teamwork.

7. Use technology to your advantage

As of 2022, there’s an increase in people applying for jobs. With this increase comes the need to sort and manage large quantities of applications. To avoid using precious time cataloging each resume, recruiters should look towards new technologies.

Job posting websites offer a variety of AIs and chatbots to help make the process easier. If the posting is on a company job board, look internally for help. Businesses have been incorporating chatbots into their websites to aid candidates.

8. Diversity and Inclusion Are a Must

When applicants are looking for jobs, they are also looking for a place to feel accepted. This tolerance includes having a diverse community of co-workers.

Candidates need to feel safe and supported while in the hiring process. Businesses should look to make all applications accessible by following accessibility guidelines. Company images should include how the company handles diversity.

Without these, the best applicants will walk away from your job posting. Candidates need to feel respected, and without that, they will find another place to apply.

Thriving Company With New Demands

The hiring process has made drastic changes over the recent years. 2022 is no different, with workers asking for more from their potential employers. If companies can keep up with demands, they’ll be able to have a thriving company full of motivated workers.


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