Department of Human Resources 8 Trends in 2022 - Emptor

Being in the human resources or recruitment department in 2022 is a great challenge. It is not necessary to describe how the industry has evolved and changed in the last two years. In short, your way of working has been modified; from remote offices in the context of the pandemic, the talent shortage, the Great Resignation, and new forms of hiring.

To face the realities of the work world, it is time to change the way talent acquisition and retention and human resources are approached. We share 8 new ways to modify the approach to adapt to 2022:

1. Treating candidates well is an investment

In 2022, the candidate experience is paramount:

Positive experiences in a recruitment and selection process increase the likelihood that talent will join your team.
Bad experience is a determining factor in the abandonment of a process.
The era of social media is here to stay; someone who had an excellent or terrible experience will share it. Candidates share their opinion on LinkedIn, Indeed and other platforms.
Negative experience damages the employer’s image and brand.
Just as a positive experience prepares them for success, because they already feel part of the team and the organizational culture.

2. Employee well-being is key to talent retention

Organizations that focus on well-being and offer their employees flexibility in their work and personal life will be in a stronger position to attract and retain the best talent. Some examples may be:

Listening to the needs and opinions on how you can best support them.
Fostering a healthy work-life balance.
Promoting a culture of mental health awareness, wellness and well-being in general.
Creating financial wellness programs.

3. Artificial intelligence empowers your business

Recruiters were like hunters; today it’s about making them come to you. The use of artificial intelligence is part of the present, it empowers your ability to measure to improve: you can’t improve what you don’t measure.

Artificial intelligence can:

Automate processes or workflows.
Reduce high-volume repetitive tasks, allowing time savings and better data-driven decisions rather than assumptions.

The use of tools like Emptor enhances optimization so that the acquisition of the best talent is efficient.

4. Recruiters must return to the basics

Hiring in the human resources department will always have its particular details. Learning to write job ads that reflect the essence of the company and the position for which you are recruiting is of enormous importance to attract the attention of the best talents.

Focusing on this skill can have a great impact on your ability to communicate with candidates!

5. Pioneers in human resources technology will have an advantage

Companies that are more experienced and invest in technology may have an advantage in the future of work. Human resources technology can offer many benefits for recruiters:

Automation of repetitive manual tasks.
Facilitate easier and smoother communication.
Eliminate biases in the hiring process.
Allow collaboration between recruiters and team members.
Make data-driven decisions.

6. Human-centric recruitment will be a priority

Only recruiters focused on the human being will benefit. Focusing on the needs of your candidates and employees will make talent acquisition much easier. No one wants to be treated like a number.

To adopt a “more human approach”, you can start by:

Focusing on the candidate experience in the hiring process.
Understanding the needs and desires of candidates (benefits, resources, etc.).
Offering flexibility in workplaces or schedules (remote, office, hybrid).
Incorporating diversity and inclusion in your hiring process.
Cultivating a culture of belonging and inclusion that supports diversity.
Fostering an inclusive organizational culture.

7. The Great Resignation will become the Great Reconnection

The future of work is human connection. The Great Resignation has become the Great Disconnection. By focusing on fostering hybrid and inclusive workplaces, this disconnection can become the Great Reconnection.

It is a great opportunity to reconnect with your employees by fostering monthly meetings.

8. The shift to remote work will continue

More and more companies will hire globally and shift to fully remote work. Remote/hybrid work is here to stay. Although many companies have tried remote work during the pandemic, adopting this policy as a long-term strategy means making adjustments.

Companies will have to:

Adapt their hiring to be compatible with remote control.
Investigate technology that can help in their remote work.

Organizations will need to get up to date, starting with an applicant tracking system (ATS), quick communication apps, video conferencing tools, and secure cloud-based solutions.

A big question on the minds of many HR directors is: “How can a cohesive culture be created in the current remote/hybrid work environment?” This has proven complicated, especially considering the challenges of making remote employees feel a sense of belonging in hybrid companies.

Focusing on building a hybrid work culture is a key first step in addressing this issue.

Hiring the right people: a key task

Emptor helps you perform background checks and identity validations in the candidate hiring process, with reference checks and ensuring that the potential candidate has an impeccable record. Perform automatic identity validations with manual reviews by our legal experts.

We invite you to schedule a demo to learn how in a few minutes you can perform hundreds of verifications in just a few clicks.