The concept of talent acquisition has transformed over the years, and it’s more thoughtful than ever in 2022! Speak with the top recruitment agencies or recruitment firms out there, and you will come to know how difficult it is to hire the best talents! According to the latest research, only 16% of newly hired professionals possess all the required skills to stay prepared for their current and future roles. Evolving needs for professional skills significantly shape the recruitment solutions of this modern era. Irrespective of the niche of recruitment agencies, whether they are medical recruitment agencies, nurse recruitment companies, or belong to any other sector, traditional recruitment strategies are not working anywhere now!  

America’s best professional recruiting firms like Rekrooting are consistently upgrading the knowledge and skill set of their recruitment & placement executives. To keep up with the recruiting trends of 2022, we at Rekrooting have tailored our recruitment strategies so that they can exactly serve the need of the hour.  

This blog will discuss how you can curate your recruitment strategies utterly relevant to what’s suitable for 2022. The top professional recruiting firms like us are making the most out of the below practical tips to transform our recruitment strategy in today’s competitive environment! Are you not doing it yet?  

Ah! You are certainly missing the boat.  

How Can You Revolutionize Your Global Recruitment Strategy in 2022? 

Well, it’s not rocket science; all you need to do is take effortless and proactive recruitment strides, and that’s it!  

Here are the practical tips to transform your recruitment approach in 2022:  

  1. Use Smart Recruitment Tools 

If you are not using recruitment tools to upgrade your recruitment strategy, you are missing out on a crucial facet. You must consider this investment to make sure you are saving time and money. The most competent AI and ML-driven recruitment tools in the market today can help you effortlessly streamline and automate some of your specific tasks, whether using a video interview platform or a comprehensive applicant tracking system. With that, your team can focus on other essential aspects of the recruitment process 

Moreover, after the COVID-19 pandemic, more and more companies are adopting hybrid or remote workplaces. It is the new normal! With this change, ensuring your company has the intelligent recruitment tools handy to conduct successful virtual interviews is critical.  

  1. Prioritize Clients’ Specific Needs 

While initiating the recruitment process, you should ask questions to your clients about the specific needs that they have. This will help you shine a light on your clients’ exact demands. After that, you should use these insights to determine a specific recruitment strategy for each role that you are hiring.  

You must remember that some of your clients will have individual needs for each role. It’s you who should help them understand it. For instance, some roles you are hiring for will need specific skills and experience, while others might focus on broader capabilities like communicational skills.  

To make sure that your workforce management agency is ready for such versatile requirements, it is critical to have a flexible recruiting process that lets you fit in with exclusive client needs and other additional aspects like background checks.  

  1. Define a Clear Timeline 

There is no need to have a day-to-day plan for accomplishing each stage of your recruitment process. Instead, you need to set a transparent timeline and deadline. It will surely help you keep the operations of your staffing agency and your clients organized. Adding a timeline to your recruitment process will help your client have a date in their mind for when they will have a candidate in place. It will further give them trust in your recruitment process.  

However, if you think there will be any delays in this pre-decided process, you should communicate the reasons to your client immediately. The easiest way to establish a recruitment timeline with your client is by figuring out the job’s start date for them. Once you know it, it is ideal for crafting a recruitment process going backwards from that day.  

For example, if your client says that they need to fill a role in 8 weeks; you can use that date to chalk out your recruitment timeline like: 

  • Sourcing and pre-employment assessments to be held in 2 weeks 
  • Initial round of interviews in 3 weeks 
  • Second round of interviews in 4 weeks 
  • Compliance tests in 5 weeks (if needed)
  • Onboarding and training in 6 weeks

Mapping a recruitment timeline like this will help your agency manage your workload efficiently and readily meet your client’s expectations.  

  1. Do a Broader Research 

71% of recruitment agencies say that modifying search terms to source new candidates online is one of the most visionary ideas for hiring. You need to expand your search terms and semantics. This will help you surpass the candidates your competitors might have also found. Instead, you will eventually unleash the new talents hiding in the background. This will, in turn, help you cut down the Turnaround Time (TAT) remarkably. 

Remember, you will get basic results if you do basic searches. More frustratingly, each staffing company uses multiple titles to search for the same role. Thus, when you run a new search on social channels, job boards, or a search engine, you must ensure you know all possible titles for a role before starting.  

  1. Don’t Waste Your Time on Passive Candidates 

Be cautious about spending a lot of your time on passive candidates. There is no doubt that they are great potential resources, but recruitment experts recommend that you treat them carefully and perform your due diligence while communicating. Try to identify if they are interested in talking to you. If they are, it’s fantastic! But if they are not, you need not waste your time and move ahead.  

For example, if some candidates are passive, you might see that their LinkedIn profiles are outdated. Don’t be surprised about it! Typically, people not looking for new opportunities are not motivated enough to keep their profile updated with all their latest skills and experience.  

  1. Focus on Your Recruiting Metrics 

If you want to recruit effectively in 2022, it is crucial to keep an eye on your critical recruitment metrics and craft your recruitment strategy based on that. But how can you ensure to identify your best recruitment metrics?  

Engage with the candidates you have found. For a better reply rate, should: 

  1. Track emails and see when candidates have opened them
  2. Establish template analytics to check the types of messages that are potent
  3. Please keep track of the time that it takes for you to nurture a candidate to apply for a specific role
  4. Note the time it takes you to hire a candidate from the initial round of interviews
  5. Understand if your candidates are moving through the screening and interview process faster than general applicants 
  6. Identify the sourcing platform for the best candidates

If you consistently monitor such metrics, it will allow you to create a clear picture in your mind about where the best talents are available and how they prefer to be communicated. With such insights, you can easily optimize your recruitment approach and maximize your hiring success rate. This will further save your time and funds.  

Wrapping Up 

In the end, remember that recruitment strategies are like snowflakes: no two are the same. It depends on the types of job roles that you need to fill, your targeted candidates’ skillsets, age group, existing positions, and so on.  

Whether you should rely more on recruiters, online job boards, social media, or mouth-to-mouth marketing depends on your needs. However, the above-discussed strategies have been creating a significant impact on the recruitment environment of 2022 from the inception of the year. When are you starting to use them to attract the best workforce?  

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