Recruiting Trends 2022

The professional year 2021 is slowly coming to an end. Once again, the COVID-19 crisis had a big impact on the daily business of many companies. Recruiting trends that were relevant for a few months are no longer applicable today. Nowadays, digitalization plays a prominent role in most areas of our everyday life. It is no different in the recruiting world. Companies and recruiters are increasingly focusing on social networks and artificial intelligence (AI) in the recruiting process.

Every year, new trends emerge that recruiters need to master in order to continue attracting the best talent. The question that arises here is: What trends can recruiters look forward to in 2022? We answer this question in this blog post.

#Trend 1: Artificial intelligence

Various companies are increasingly relying on the help of artificial intelligence (AI) in the recruitment process. Thanks to AI, processes such as the processing of employee inquiries, the search for suitable candidates or the coordination of training content can be automated.

Artificial intelligence is used in various forms. For example, companies can manage contact with employees and applicants with the help of recruiter chatbots. Artificial intelligence enables chatbots to answer recurring queries independently. Questions that a chatbot cannot answer automatically are usually forwarded to the relevant employees.

Thanks to AI, the selection process is also simplified and optimized. Thousands of CVs are sorted, analyzed and linked to the right position in just a few seconds. This enables recruiters to identify the right candidate in the shortest possible time. In addition, recruiters can program AI-based recruitment tools to ignore demographic information such as ethnicity, age and gender. This process promotes diversity within the company and ensures that all applicants have an equal chance of getting a job.

#Trend 2: Active sourcing

Active sourcing will remain an important part of recruitment. Active sourcing is an active recruitment method. Talents from all over the world are sought on various networks, such as LinkedIn and XING, as well as targeted headhunting in target companies and approached personally. The aim is to establish a personal and long-term relationship with the applicants.

Active sourcing consists of two phases:

1. The targeted search for candidates: In this phase, qualified employees are sought and identified
2. The individual candidate approach: In this phase, the identified talents are contacted personally. Establishing contact requires communication and negotiation skills, as around 60% of applicants are only "inactively" looking for new jobs and must therefore first be convinced by the recruiters.

Active sourcing has several advantages for a company:

• Lower costs compared to traditional job advertisements
• Passive candidates are also reached
• Active sourcing is particularly suitable for finding specialists
• More and more targeted channels are available to address candidates directly
• 4 out of 10 candidates prefer to be approached personally instead of applying independently
• Suitable candidates can be addressed very specifically via the right channels
• Companies create the best first impression with an optimized candidate experience

#Trend 3: Mobile recruiting

The present and future are digital. This affects almost all areas of life today. In HR management and recruiting, too, everything is becoming increasingly digital. Mobile recruiting is a new trend that has emerged thanks to digitalization. Mobile recruiting refers to personnel recruitment via smartphone.

According to Statista, the proportion of smartphone owners rose from 95.6 % in the previous year to 97.2 % in Switzerland in 2020. This increase is particularly exciting for companies and recruiters who want to attract young talent.

Mobile recruiting has the following advantages:

• Application-to-go: Applicants benefit from a simplified and optimized application process.
• More applicants: Thanks to mobile recruiting, recruiters benefit from a larger and more diversified talent pool. In addition, a good mobile recruiting strategy speaks for the progress of a company.
• Fast response: Companies and recruiters can respond more quickly to applications and inquiries.

#Trend 4: One-click application

With the one-click application, applicants' professional profiles from career networks such as LinkedIn or Xing are imported directly into the company's database with a single click. This allows applicants to enter their contact details, career history and qualifications with companies within seconds.

One-click applications have many advantages:

• Apply with just one click like on Linkedin
• Making it easier for applicants to apply
• More choice; building a pool of applicants
• Applications are better comparable
• Applications are always up-to-date
• Concrete interest from applicants, but also more effort to request the documents.

#Trend 5: Elimination of the letter of motivation

Application documents are often the first point of contact between applicants and companies. A key component of complete application documents is the cover letter. For many applicants, however, writing a cover letter is a time-consuming ordeal. According to a study by recruiting-tools.ch, applicants do not want to invest more than 10 minutes in an online application. Recruiters therefore need to create a simplified application process.

Many innovative companies such as Credit Suisse, Swisspro and Microsoft no longer require a cover letter because:

• Many recruiters find grades and experience more decisive for the right assessment
• A CV can be written and sent quickly. A letter of motivation takes time. This makes the application process much more efficient
• You can get to know more applicants personally if they are not sorted out on the basis of their letter of motivation.

As an innovative company, it is important to us at Batterman Consulting to stay up to date. Our recruiters specialize in trends such as active sourcing. We search for and identify the best talent on various networks and create the best match between companies and candidates.

Get in touch with us today, we look forward to hearing from you.

For companies: https://www.batterman.ch/fuer-unternehmen/

For candidates: https://www.batterman.ch/fuer-kandidaten/