Talent Acquisition Trends

Each year talent acquisition teams start planning new strategies for the following year. They address several critical vital areas such as:

  • Reviewing the languages used in job descriptions.
  • Resolving hiring process issues.
  • Checking their talent management.
  • Reconsidering how their ‘new candidate’ should look like.

Developing a solid action plan each year to improve the recruitment process is challenging for talent acquisition teams. While redesigning these strategies, organizations also focus on staying on top of the industry’s top trends. To achieve their goal, they design new trends that are beneficial for the employer and employee.

Talent Acquisition Trends

Following are the top talent acquisition trends.

New Approaches to Onboarding

Previously, new hires hesitated in approaching their seniors for help. However, the trend changes with time. With the emerging trends, organizations have structured their onboarding process to keep their employees closer. 

New hires often engage with their colleagues on the first day at their jobs. In contrast, organizations encourage existing employees to help their future colleagues to make the office environment comfortable for new hires.

New Methods to Incentivize Employees

Companies have introduced new incentives for employees to stay. Companies have also increased their starting salaries, paid sign-on bonuses, offered long-term benefits for existing employees and new hires. Organizations have also provided a hybrid-working mode, allowing employees to work from home and office.

Hiring Based on Diversity

Job seekers often choose companies that hire employees based on diversity. This trend links with remote talent search because it helps companies hire employees across the globe. Hiring employees coming from different parts of the world benefits your business. You will get new distinctive ideas with different perspectives. It is a fact that diverse teams are creative problem-solvers.

Renewed Focus on Employee Engagement

The Great Resignation continued into late 2021 and made company owners realize distributed employees are the new norm.

Companies are focusing less on making offices a fun place to work. They focus more on ensuring employees understand the value of their efforts for the team and business, irrespective of their location.

Improving Employees’ Well-Being

Mental health and employees’ well-being has become a significant focus for company owners and talent acquisition team. In the previous year, CEOs of different companies said that the well-being of their employees was an area where their company struggled the most. 

However, business owners are now focusing more on improving their employees’ well-being with the new trends. Stress and exhaustion have affected almost everyone during the past two years. It is one of the main reasons companies are now focusing more on health and well-being. 

With the new trends, HR and talent acquisition teams must adjust to significant changes such as remote interviews. Focusing on workers’ well-being has become necessary for all businesses with the ongoing pandemic.

The Bottom Line

Talent acquisition and HR use more technological approaches to hiring new employees every new year approaching. However, workers’ health and well-being will remain the primary concern for every business around the globe. Companies can increase productivity, retain employees, and reduce extra expenses with more new approaches.


Recruiting Challenges

Inefficient strategies plus inadequate resources equal permanent recruiting challenges when looking for talent. It’s no secret that attracting and retaining skilled and experienced candidates is daunting for all businesses. A flawed hiring process also impacts job seekers who are unable to find the desired job. It increases the unemployment rate, whereas the job position remains vacant.

Luckily, there’s always a cure for all the recruiting challenges businesses face when hiring employees. Here we discuss the top five recruiting challenges employers face and their solutions:

Attracting the Right Candidates

Unless you have a vast global reach, your job posting likely doesn’t appear on the timeline of qualified candidates. And local communities will help you find the best person from a limited unqualified talent- not the best fit.

Research reveals that 76% of HR managers believe that attracting qualified talent is the biggest recruitment challenge.

The Solution

Be clear and to the point about your job opening’s requirements. An excellent idea is using an application form with ‘knock-out’ questions that answer candidates’ potential queries.

For instance, if you want to hire someone with a clean criminal record, you may include a yes/no question relevant to it. It’s an effective and quick way of screening out people who aren’t fit for your company.

Building a Strong Employer Brand

According to an in-depth study by LinkedIn, up to 72% of recruiting leaders believe that an employer brand significantly impacts hiring.

Moreover, the Corporate Responsibility Magazine research reveals that 75% of people reject jobs with a business with a poor reputation.

The Solution

Create a compelling employer brand by defining and implementing an effective employer branding strategy.

Start by telling an attention-grabbing story about your brand, getting candidates excited about the job role, and showing off your company culture.

Consider adding compelling photos of your employees and office, sharing employee testimonials, and writing about new technologies to create buzz about your company and role.

Identifying Passive Candidates

Sometimes the perfect employee for your company is not actively looking for work.

Since 70% of the workforce comprises passive candidates, chances are your business’s ideal candidate is not seeking job ads. Luckily, up to 90% of these professionals are open to checking new job roles.

But landing on their radar is particularly tricky, especially since they’re not looking at job portals.

The Solution

The best way of connecting directly with potential candidates is through LinkedIn. You can review multiple CVs through LinkedIn and even preselect those you want to contact later.

Screening Candidates

Another recruitment challenge businesses often face going through massive piles of resumes.

Businesses must identify qualified candidates and narrow down the vast pool of applications initially.

The Solution

Consider using revolutionary applicant tracking software to manage applications and segregate qualified candidates.

This way, you can ensure your recruiters don’t risk resources and time vetting, unqualified candidates.

Hiring Faster

Recruitment teams want to hire quicker to fill vacant positions, causing delayed operations. Despite this, making a hire often takes several months.

Long time to acquire talent may be a product of unqualified candidate pools or hiring teams struggling to reach a consensus.

The Solution

Assess your hiring process to pinpoint pitfalls, such as ineffective communication with candidates, poor employer brand, and passive candidates.

Solving the underlying issues in your recruitment process will help optimize your hiring process.

The Bottom Line

Since every organization is unique, the challenges faced while seeking new talent may differ. Here we discussed the general problems faced by most small and large businesses.

Follow our solution tips to overcome recruitment problems and optimize your search for the best candidate.