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2022 may have been a crazy year for recruiting—the Great Resignation finally seeming to dwindle down, big tech initiating mass layoffs—but it was also a year in which many companies embraced new recruiting trends to stay competitive in an ever-dynamic recruiting space. And so, as the year comes to a close, we decided to ask leaders in the space what the top trends they saw defining the recruiting space in 2022 were.
It’s fun to be in HR right now. If you didn’t already have enough to deal with—like trying to recruit in a historically challenging labor market, or managing health and safety during Covid and navigating the various challenges of an in-person vs. remote workplace—you now have quiet quitting to add to the list.
If you’ve spent a little time on our site, you probably know that we’re CareerArc, and that we do social media hiring (AKA social recruiting, social media recruiting,...
We all know that when it comes to sourcing and recruiting top talent, it’s tough to compete in today’s job market. Not only are job seekers looking for fulfilling positions, but they are also looking for a company that has ideals that align to their own personal values. They’ll also likely look for long-term growth opportunities and employee benefits that are anything but standard.
Sourcing quality candidates is a huge piece of the employee staffing puzzle. So it’s fitting that there are many ways to go about finding the right person for open roles. Social recruiting, job board outreach, reviewing applications, and networking events are just some of the ways to go about finding external candidates. But looking inward is another way to bulk up your hiring efforts. Now we’re not just talking about internal promotions, but also about leveraging your existing talent in another way. Your employees’ personal connections can make for a great resource.
Today, diversity in the workplace is widely understood as not only being ethically important but also beneficial to the overall success of a company. A 2018 Boston Consulting Group study even suggests that increasing the diversity of leadership teams leads to more innovation and improved financial performance.
It may be a bit of a trope, but it is also a truth: as an HR professional, your work is never really done. An HR department is tasked with many duties that are cyclical in nature—recruit, hire, replace—as well as tasks that demand constant attention or reinvention. To say that HR challenges exist is to say that the sky is up, and the ground is down.
The air is brisk, “Jingle Bells” is playing in stores and hot cocoa is the beverage of choice. No, we’re not just talking about the holiday season—it’s also that time of year when companies are conducting employee annual reviews. As the new year approaches, many HR professionals look back at employee’s past performances before they look ahead. To help HR professionals navigate this specific review season it’s important to understand the best practices around performance evaluations, as well as what not to do.
In today’s competitive job market, social recruiting has become de rigueur. Half of HR leaders report using social recruiting tools to attract job candidates, and more than a quarter plan to purchase or increase their investment in this type of HR technology in 2020.
The typical HR department sits on a vast amount of data. From recruitment data and career progression data to social media data and sentiment analysis data, data is constantly being collected from a wide range of sources. Unfortunately, for many companies, the process just stops there. However, without processing and extracting information from the data to inform HR decisions, the only good the data is providing is simply taking up space.