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Year of the Recruiter: Our 5 Top Predictions for 2022

by | Jan 25, 2022

$8.5 trillion (with a “T”). That’s the estimated cost the current talent shortage will cost companies by 2030, according to data from Korn Ferry. As companies struggle to fill openings with qualified talent, recruiters are uniquely positioned to thrive in this environment. In fact, we’d go as far as to say: 2022 is the “Year of the Recruiter.” Don’t believe us? We’ll dive into this and four other top predictions for 2022, along with the data to back it up.

1. Effective automation will be a success differentiator. 

Automation is nothing new to recruiting agencies. Some survey data indicates that 80% of recruiters encourage the use of automation in talent acquisition processes. 

However, just because a firm has purchased automation tools doesn’t mean those tools are actually providing value. Without a plan and consistent effort to clean the data, review your workflows, and adapt to candidate behavior, automation doesn’t move the needle. 

It’s like this: everyone knows that buying a gym membership doesn’t get you into shape. You’ve got to put in the work. 

So just like fitness enthusiasts have both the gym membership and the plan to use it, recruiting agencies who have the automation tech and the plan to use it will stand out from the competition in 2022.

Those who leverage automation to enhance the candidate experience through personalization, segmentation, and reputation management will go far. Those who just “set it and forget it” will fall behind.

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2. Offshore recruitment services will grow in relevance. 

Recruiters have always been in high demand, but never more so than right now. As a result, we it is likely the industry will rely more heavily on offshore recruitment services than in the past. 

The best use case for these services will likely be upfront sourcing and engagement, because this stage is all about getting as many “feet on the street” as possible. 

Of course, RPOs come with their own challenges, including brand consistency and managing the quality of the candidate’s experience. This is where many firms will need to rely on automated messages and personalized experiences instead of putting it all on the offshore recruiter’s shoulders. 

3. On-demand platforms will become more popular among candidates. 

According to a recent report from Precision Reports, Global On-Demand Staffing Service Market is projected to witness a CAGR of 9.3% during the forecast period to reach a total market size of $3 billion in 2030, increasing from $1.35 billion in 2020. 

A number of factors play into this anticipated growth. But one of the main reasons is the fact that candidates are driving the show, not the other way around. And many candidates, especially for short-term assignments, prefer a fast, on-demand experience rather than a traditional relationship with a recruiter. 

Although many recruiters may not like these transactional relationships, part of working in a candidate-driven market is adapting to the candidates’ preferences. So as this market grows, we predict many more firms will build their own on-demand platforms to capitalize on it. 

4. Talent communities will replace the talent network. 

Back in the day, recruiters would build talent networks: basically a place to collect all their candidates and push jobs to them. 

But in today’s information age, everyone has access to the same talent lists. What’s more, all recruiters have access to the same lists of candidates. Finding a list isn’t an advantage and doesn’t make you unique; what you do with those lists is what matters. 

Nowadays, we’re finding that agencies and recruiters instead want to create a community around collaboration. They understand that you only place a small percentage of the people you talk to in the short-term. But by offering value to the candidate, you can become a trusted resource—and their first call when they’re ready to make a move in a few years. 

If this sounds like a lot of work—especially at scale—then you’re right! That’s where automation tools come in. Whether it’s trigger- or time-based alerts or automations, segmentation, or batch communications, recruiters who leverage technology will be the most successful in 2022.

At Great Recruiters, we’re working to contribute to this solution, helping candidates identify the recruiters that provide value and an excellent candidate experience—not by taking their word for it, but allowing their previous relationships to speak for themselves. 

5. Recruiters will THRIVE in the years to come. 

That brings us to our last prediction: 2022 is THE year of the recruiter. 

There’s never been a time when a recruiter hasn’t been the most valuable resource within a staffing company. But as we see companies struggle to close the 8.5 million-job gap over the next decade, recruiters have a valuable and critical role to play. 

So it’s the agency’s ability to attract, train, support, and retain recruiters that will set them apart in 2022 and beyond:

  • Competitive compensation
  • Killer corporate culture
  • Professional development opportunities
  • Flexibility and respect for recruiters (i.e. trust them to do their jobs without micromanaging them)

Bottom line: the sky’s the limit for recruiters in 2022—if they’re willing to shift their behaviors and provide stellar candidate experience in this brave new world.

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