Staffing Trends to Watch 2022

For those who are currently job-seeking or employers looking for talent, these trends can help you navigate the new world of work and aid in modernizing the talent systems in our companies. Here are some trends to watch out for in 2022.

Candidates continue to hold the power

The US job market has been bouncing back from layoffs experienced in 2021, which has led to record level quit rates amongst employees who are no longer willing to settle for mediocre perks. This has thrown hiring managers into the deep end when trying to attract and retain quality employees, and often seeking help from the experts at sourcing talent, recruiters. Candidates now have their pick of excess open vacancies across the US, giving them the power to choose which employers best meet their needs. Trends we are witnessing that attract candidates in 2022 include:

– Salaries to Increase in 2022: 3% of recruiters reported candidates negotiating for higher salaries in 2021 in Jobvites’ Recruiter Nation Report, up 20% from 2020. Starting salaries for professional occupations are expected to increase by 3.8% on average in 2022. Roles in high demand may see even larger gains.

– Benefits and perks: Candidates are less likely to accept low quality benefits from an employer in 2022 when there is so much competition out there, they can just look elsewhere if your plan is not substantial enough. Another finding of Jobvites’ Recruiter Nation Report was that a substantial medical/dental coverage (51%) and 401(k) (41%) plans have been effective at attracting new candidates.

– Remote work to continue trending in 2022: Work life balance is now one of the deciding factors for candidates in the US market. Candidates want flexibility, and many do not return to the office full time. Offering them work from home flexibility is a trend set to continue into 2022. The trend of remote work in the US can also work in recruiters favor in 2022. With 18% of hiring managers willing to search anywhere for talent if they cannot source candidates locally, why not expand your search to other states to find more qualified candidates who can work remotely. Using an employer of record solution like PGC, means you can compliantly engage candidates in any state for your client and offer best in class benefit plans. If your clients are yet to embrace this trend, sell them the benefits of remote work and unlock the power of recruiting anywhere in the US.

Focus on a Niche Skill Segment Within the US Staffing Industry in 2022

Long gone are the days of multi-tasking talking to clients and workers across various different skill sets per day. The talent shortage has shown hiring managers that specific skill sets need to be met for their roles, and with the urgency required to fill positions many only want to speak to experts at sourcing within their field. Furthermore, in an increasingly digital world full of distractions, candidates are likely only going to make time to speak to recruiters who understand their specific sector pain points, career goals, and how they can help them achieve their aspirations. With temporary staffing skill segments such as IT, accounting, life sciences and marketing all expected to soar in demand in 2022, make sure you pick your industry specific focus and have a solid candidate base built up and knowledge of the roles to make your mark in 2022.

Automation of Recruitment Processes

The talent shortage and resignations crisis in the US will require forward thinking staffing agencies to revamp their approach to recruitment. The pandemic has made digital on-demand services expected for nearly all aspects of life, and recruiting is to follow. The staffing industry is likely to rely on more technology products in 2022 to speed up and automate recruiting metrics such as time-to-hire, quality-of-hire, and cost-of-hire. Technology tools that help source, screen, schedule interviews, and improve the speed of communion during the hiring process are expected to be more common place in 2022. By automating tasks, recruiters can free up time from the low-value business as usual work and instead focus on high-value, personalized outreach to candidates once they receive applications. For example, investment in automated email triggers after a candidate applies for a job or a website chatbot for candidates frequently asked questions can all enhance the quantity and quality of communication.

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