COVID-19 changed the world, meaning employers had to change with it. Recruitment is already looking very different than it did just two years ago, and it will continue to evolve as technology and job seekers’ demands change.
Employers are no longer using rigid, outdated forms of recruitment. The rise of remote interviewing, flexibility, and employer branding has made it a very strategic process. As the pandemic continues to impact our lives, it’s an opportune moment to look at the recruitment trends we predict for 2022 and beyond.
The Job Seeking Experience
Job recruitment and posting platforms, like Google for Jobs, are taking another look at their data to ensure a positive experience for all users; this means websites are user-friendly, accessible, clear with messaging, and safe. Job seekers can search for positions that are reputable in a short time. Career sites must optimize their services to give job seekers the best experience possible or face losing users.
Remote Options
COVID-19 safety protocols are still strong considerations for businesses, meaning that it isn’t realistic or safe to force candidates to interview in person. In general, remote or hybrid work has become a critical selling point for businesses to attract desirable candidates. Thus, employers are discovering how to incorporate remote work, even if the position didn’t originally call for it. Also, remote interviewing has proven convenient for employers and employees, so that trend will most likely become the norm, even in a post-covid era.
Artificial Intelligence
AI has made a significant presence in the recruitment process. AI is an unbiased, objective recruitment option that screens candidates in an efficient manner. Narrowing down recruits based on skills and stats alone helps employers hire people faster and spend fewer person-hours combing through applicant pools that may not be appropriate for positions.
AI also improves the candidate experience and decreases manual tasks that would require more time. Resources like chatbots are helping candidates have a positive hiring experience.
Positive Candidate Experience
The candidate experience is proving to be an essential part of recruitment. Candidates need to feel like they’re applying for a position that values their skills and identity. When employers prioritize the health and well-being of candidates and current workers, they’re more likely to accept positions and stay with the company for the long term.
Data-driven decisions will help drive better candidate recruitment experience; real-time communication with candidates, exquisite interview etiquette, even recruitment progress tracking will be expected by job seekers.
Google for Jobs
Since October 2021, Google for Jobs has been cracking down on low-grade job postings with fraudulent data. To give job seekers the best experience possible, spam posts are being weeded out, and inaccurate descriptions are no longer rewarded.
We see the future recruitment landscape becoming more streamlined, with fewer middlemen, more direct-to-apply features, and less “noise” during the whole process from start to end. The trends are pointing is favorable circumstances for job seekers and helpful technologies for employers who want to stay current and engaged.
To learn more about the recent changes made to Google for Jobs in their fall update, please read our accompanying articles:
Google for Jobs October 1st Updates – What Are the Guidelines?
What Elements on a Job Posting Page Will Negatively Impact Your Google Quality Score?
The New Google for Jobs Guidelines – What Can An ATS Expect?
