In this article, we’ll break down six of the biggest trends emerging in the global recruitment and HR markets. We’ll also provide helpful tips on how HR professionals can capitalize on these trends now and set their teams up for success in the new year.
Employees are rethinking the role work has in their lives. They’re either implementing clearer boundaries for improved work-life balance or seeking out roles and organizations that allow them to live more purposefully, which is backed by the research we’re seeing. Because of Covid-19, close to two-thirds of U.S. employees are reflecting on their purpose in life, and some 70 percent indicate that work defines their sense of purpose. Further, of the 1,099 employees in tech that we surveyed, 48 percent shared that they would be prompted to seek out a new position for greater work-life balance. Also, benefits related to work-life balance accounted for 60 percent of the most searched-for benefits on our site in 2021, including relocation assistance, sabbatical, unlimited vacation, adoption assistance, flexible work schedule and generous parental leave.
So, whether they’re seeking to implement clearer boundaries for greater work-life balance or looking for roles and organizations that allow them to live more purposefully, either way, having the flexibility to define not only their role but how it operates within the greater organization is what attracts and retains today’s talent.
Close to 50 percent of staff value community in the workplace. This is in part driven by the fact that people want to feel they belong, and building a workplace community — over a workplace culture — puts focus on instilling a sense of belonging within the organization so that every employee feels fulfilled.
When you think about culture, one theory is that culture drives people’s behavior, and another theory is that people’s behavior drives culture. In reality, to build a community of belonging, a bit needs to be drawn from both theories — you need a community to drive behavior, and the behavior is in conjunction driven by community, which is highly beneficial when that community instills a sense of belonging. In fact, in our 2022 State of DEI in Tech report, 73 percent of employees said it’s very important that they feel a sense of belonging at work.
Stop saying “we” when talking about your organization — start saying “you” and show how candidates can create impact. They need to be able to feel what it’s like to be a part of your organization, explore that experience on their own, and trust that it’s genuine. According to 57 percent of consumers, human communication would increase their brand loyalty, and 58 percent said it would increase their willingness to spend their money with a given brand. Replace the word consumers with candidates, and let that sink in. People want human connection and to work for a company that offers a human-centered brand.
The key pillars of a human-centered brand include:
If you are interested in learning more about the importance of a human-centered employer brand and how to build one in your organization, check out this guide.
Mid-level managers are experiencing the highest level of burnout. Why? Because they’re dealing with expanded responsibilities and expectations. This is partly driven by supply and demand challenges, along with employees and candidates who have different needs and desires than they have had previously, so mid-level managers need to find ways to overcome these challenges.
Organizations report that 68 percent of their managers are feeling overwhelmed, yet only 14 percent of those companies have taken steps to help ease the burden of leaders. Some 43 percent of leaders indicate that work is interfering with their overall happiness.
The skills gap is still growing. To overcome this challenge and remain competitive in the tightening labor market, you’ll see employers double down on developing their existing workforce, not only to grow essential skills but to retain talent.
We’re also in the midst of an extreme tech skills shortage. IT leaders know it, as 76 percent report high numbers of tech skills gaps. This will be a defining challenge for organizations for decades.
At the same time, leaders are breaking records in digital investments this year. In 2022, their investments grew 65 percent. And 72 percent of executives say they need to invest in digital transformation through 2024 to stay competitive.
When it comes to fighting for talent in a tight labor market, every tactic counts. With compensation expectations mounting, one of the best ways to increase your talent pool and enter salary negotiations on an even footing is to reduce the number of requirements in job descriptions. The more requirements you add, the harder it will be to find qualified candidates, and the more you will have to pay for them when the time comes.
Skeptical? Shorter posts get 8.4 percent more job applications per view than the average length post. In other words, short job posts of 1 to 300 words do better than both medium posts of 301 to 600 words and long posts of 601+ words.
To help you prioritize the musts to include in a job post, 61 percent of candidates indicate that salary and overall compensation are most important, followed by qualifications and job details, which tie for 49 percent of candidates, with performance goals next coming in at 33 percent. For the items that fell as least important: company culture at 28 percent, company mission at 27 percent, career growth at 25 percent and company details at 23 percent.
The above trends and data can guide you and talent acquisition and HR professionals on what trends to expect in the coming year. Apply the initial insights gained and opportunities shared to better understand how you and your organization can best prepare for each trend to attract and retain the talent you need and deserve.