The recruitment landscape is constantly evolving, and businesses need to stay ahead of the curve to attract and retain the best talent. With that in mind, let’s take a look at the top recruiting challenges of 2022 and how to solve them. By being proactive and planning for these challenges now, you’ll be able to create an effective recruiting strategy that will help your business thrive in the years to come.
Labor Shortage Statistics To Note in 2022
The talent shortage is identified as the number one challenge that businesses are facing in 2022, with 55% of owners and recruiters admitting a struggle finding qualified applicants for positions they are trying to fill, according to the National Federation of Independent Business. Of this number, 29% said they found only a few qualified applications while 26% said they saw zero.
Korn Ferry’s report mirrors this sentiment, predicting a labor skills shortage of 23.9 million and an unrealized output worth $2.307 trillion in the Americas by 2030 as the current pandemic-related issues continue.
The U.S. is said to be facing one of the most alarming labor crunches worldwide, with 10,000 baby boomers hitting retirement every day for the next 19 years. The highly skilled worker deficit is also estimated to go over 6.5 million by 2030, translating to around $435 billion in total unrealized output.
The challenge for recruiters: where and how to attract qualified talent amid a massive labor shortage.
6 Recruiting Challenges in 2022
There is no cookie-cutter solution to weathering the talent crisis, but being aware of the recruitment challenges that HR professionals and business owners face is a huge step toward increasing your chances of landing great hires. Let’s discuss the top recruitment challenges below:
Facing a Labor/Talent Shortage
The recruitment landscape is already seeing the effects of an aging workforce, with labor statistics predicting that millennials will make up 75% of all workers by 2025. More recruitment planning must be done now to ensure there are enough people to fill these positions well into the future, and recruitment strategies should be geared toward the needs and habits of this new wave of job seekers.
Targeting Passive Candidates
Passive candidates are those who are employed but open to opportunities, so they might not be actively looking for new employment. Marketers must learn to identify where these passive candidates are and how to tap into their networks if they want to find qualified applicants without having to work harder than ever before for recruitment success. Another largely untapped demographic is females to fill historically male-dominated roles in industries like engineering and manufacturing.
Improving the Candidate Experience
Attracting the best talent also means prioritizing the candidate experience. This means having a recruitment process that is as painless and straightforward as possible. Otherwise, you might end up alienating great applicants and losing out on recruitment opportunities. Improve your system by streamlining tasks such as candidate engagement and contact, recruitment process management, recruitment marketing, and more. An easier way to go about this is to tap into the expertise of recruitment service providers that understand the job market and hiring trends.
Building a Talent Pool
In addition to recruitment strategies that zero in on the right person for a job, recruitment marketers should also create a pool of qualified individuals who can be tapped in the future in the event of a vacancy. These are individuals who may not be looking to switch jobs at this time — but could be in the future — and those who are seeking work but cannot be accommodated for now.
Avoiding Bad Hires
Many recruitment strategies fail due to a lack of data-based planning and outdated practices. For example, hiring based on the list of skills needed alone, without regard for culture fit, can be detrimental to a work environment that thrives on collaboration. Going ahead with contract signing without conducting a thorough background check on performance and behavior could also lead to conflicts within your company in the future.
Reducing Recruitment Costs
Inefficient recruitment processes and duplication of tasks take a huge chunk from the time and financial resources of an HR team. For instance, sifting through hundreds of potential candidates and reviewing resumes can take hours, even days. If you make the mistake of inviting unqualified applicants to face-to-face interviews, that’s another chunk of time, money, and manpower wasted too.
Having a reliable recruitment partner to manage all sourcing and hiring processes frees up your in-house HR team from the mundane tasks so that they can focus on more important things, such as employee happiness and retention.
Need To Fill Roles With The Best People? Recruiterie Can Help
Our knowledgeable recruitment specialists are experienced in navigating and surmounting the different recruitment challenges through the years. We understand how important it is for companies to hire right and hire fast, and that’s why we implement highly effective and strategic processes that deliver high-caliber talent to help strengthen your teams and grow your business.
Contact Recruiterie today to learn more about our services.