5 hiring trends from 2022 to take into the new year and beyond

Quiet quitting (and quiet firing, quiet hiring, and quiet working), the Great Rehire, tech sector layoffs, and fallout from the pandemic and Great Resignation dominated the HR space in 2022.

Candidate flow and hiring patterns were at the mercy of inflation, rising fuel and food costs, and financial uncertainty.

But it wasn’t all doom and gloom: with hiring freezes and layoffs came an increased focus on talent management and improving existing employee experience.

Here are five recruitment trends from 2022 that we can learn from before we flip over the calendar to 2023.

Reflecting what’s happening in the world

In a candidate market, job seekers are allowed to be picky. It isn’t just the number after the dollar sign that matters when deciding which job to accept.

Candidates look for signs of social responsibility in their employment brands and recruitment processes. Diversity, equity, and inclusion statements, mental health and childcare policies, and commitments to sustainability are big-ticket items that make a difference to prospective employees.

A Josh Bersin report found that companies prioritizing sustainability have a better reputation, increased retention, and greater customer satisfaction and loyalty.

Benefits are on the rise

Companies have increased employee benefits by an average of 22% over the past three years. This includes items in line with traditional benefits, like health and dental, and additional supports, like mental health counseling and financial advising. Like social responsibility efforts, robust benefits programs can be the difference between job seekers choosing one company over another.

For existing employees, more companies are turning to on-the-job benefits like recognition and reward programs. This is an effort to build engagement and improve retention.

Two men in hard hats survey a construction site from above.
On-the-job benefits like reward programs and additional supports for mental health and financial well-being are becoming more common.

Remote work is a divisive topic

An easing of remote-work mandates created a push toward in-person work. However, this push was somewhat one-sided, with management and leadership encountering resistance from employees used to working from home.

Opinions on remote work are split, with some saying employees working from home are more productive and happier, while others claim lower productivity and increased distraction.

Still, there has been a 124% increase in companies offering remote or hybrid work since before the pandemic, showing that the option is attractive to job seekers.

Proactivity is the new talent war

Finding new talent is becoming less about bidding wars than sourcing your pipeline. Instead of posting a job and seeing who bites, recruiters find great talent before the job is posted. Companies that practice proactive recruitment can win the talent race before the competition even knows it’s begun.

For proactive recruitment to succeed, job offers must be competitive and speak to the candidate. Recruiters also spend more time building relationships with prospective candidates, nurturing talent pools, and paying close attention to the job’s required skills.

A man in a blue shirt points to a work social media profile on a tablet.
Proactive recruitment through social media, professional associations, and job posting websites can help companies get ahead of the competition in the war for talent.

Screen in, not out

The days of long lists of necessary technical skills in job descriptions may be over. One recruiting strategy that picked up steam in 2022 is screening in: evaluating candidates based on general competencies and company fit, then training them for specific technical skills on the job.

This strategy may create a longer list of candidates to be interviewed, but it can also widen the talent pool at all stages of talent acquisition. You may find hidden gems with transferable skills developed through an unrelated job or life experience.

Screening in also helps candidates who may have gaps in their resumes or have experienced a career break — just because they weren’t working in a traditional setting or career path doesn’t mean they didn’t develop or practice skills that will be useful on the job.

Knockri lets recruiters evaluate candidates based on skills and behaviors transferable to many positions. Candidates complete a short online interview designed to be comfortable and accessible. Within hours, recruiters receive an evidence-based skills insight report for every candidate to help them make informed hiring decisions.

Book a demo to learn more about Knockri assessments, scoring, and the Scoring Insight Report.

Hiring in 2022 has shown that candidates have raised their standards regarding job searches. They want companies who care about the world around them, provide comprehensive benefits, and treat their employees well. Hiring managers may have to work harder to find their perfect hires but may also find that their talent pool is more extensive than they thought.

Heading into 2023, economic uncertainty and the remote-vs-in-person work war will continue to impact hiring and the candidate market. Candidate and employer ghosting are significant concerns for both parties, but so is the hiring process as a whole. Companies must keep their values front and center and woo candidates to their side if they want to win top talent.

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