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A Look Ahead: 2022 Talent Acquisition & Employee Retention Trends

A Look Ahead: 2022 Talent Acquisition & Employee Retention Trends

Employee Retention Insights for 2022

The HR industry is constantly changing. One of the most noted trends is an increasing need for HR departments to understand the changing expectations of new hires. What will attract and retain top talent? 

Here we look to 2022 to help you better understand the trends that will have the most impact on talent acquisition and employee retention.  

Data-Driven Recruiting

This is perhaps one of the most important trends your HR department should embrace. Nothing can save more time, or ensure you are more successful in your recruitment efforts than data-driven recruiting. Data is driving business decisions more than ever before. 

It is not limited to financial, marketing or operational functions, but also HR. When your team can access data, they can use that information to improve efficiencies in finding and hiring the right people for job openings. Data-driven solutions reduce the effort required for manual work while allowing you to improve efficiencies in the following areas:

Metrics are the wave of the future, providing valuable insights that drive strategic processes that improve your hiring and retention efforts.

Automated Candidate Nurturing

Your premier candidates want to know they are your top choice in the application process. If you fail to remain responsive due to slow manual processes, you’ll lose the opportunity to take candidates to the next step. Using outdated communication such as manually emailing candidates, fails to nurture candidates and engage prospective hires. It causes blocks in your hiring pipeline leading to the loss of top talent. 

Automated nurturing eliminates the need to track and manually contact candidates. Instead, you maintain a consistent automated process that ensures you reach candidates in a timely manner, so they understand the next steps. Prospects know you are pursuing them with persistent communication trails. If the hiring process ends, you continue to remain in contact on a regular basis so when the next opening comes around, you have a primed source of prospects. You can also source candidates effectively through online resources finding candidates you can nurture even before an opening exists.

Internal Upward Mobility

Many companies lose top talent because they fail to offer internal opportunities. People want to know you are invested in their careers, not just in retaining them in their current roles. It can feel like a sacrifice to groom your best workers to move in the organization. However, this is the best way to avoid lost team members who fail to see opportunities within. Internal mobility doesn’t always have to be upward. 

Many employees seek new experiences and appreciate the chance to get involved in new special projects, make lateral moves to positions they might find more interesting, or where they will gain valuable experience to meet their career goals. Understanding your own talent pool with an up-to-date employee database can make it easier to fill positions. You can search for the required skills. Best of all your workers have the benefit of organizational experience. You can also create career paths with your employees and support their goals whether it is through promotion, interdepartmental training, or ongoing performance reviews with an upskilling schedule.

Employee Engagement

This is one of the biggest challenges for employers. How can you maintain employee engagement to reduce churn? We are experiencing the Great Resignation with more and more people confidently walking away from their roles when they are dissatisfied. Some of the new offerings that help reduce churn include:

  • Hybrid workplaces offering remote and onsite work
  • Flexible work hours to suit the changing needs of employees going to school, caring for family members, or even looking for a better work/life balance
  • Making employees feel relevant and valued
  • Open door policies to ensure employees are heard
  • Efforts to help employees succeed in their roles such as mentoring, coaching, training, etc.
  • Improved onboarding to ensure employees understand their roles
  • Self-directed online training

A flexible workplace focused on employee success can help increase employee engagement.

Commitment to Worker Well-being

A commitment to helping workers enjoy improved mental health helps employees avoid burnout. Remaining flexible to meet changing worker needs is not only important for retention but also to contribute to employee wellness. It begins by creating inclusive workplaces where people feel safe. 

Introducing measures that allow workers to seek help and support if they feel they are experiencing mental health challenges – work-related or otherwise encourages open discussion. This in turn helps eliminate the stigmatism of mental health issues. Supportive workplaces where employee well-being is a top priority are the organizations that will attract and retain top talent.

About The Author

Ingrid Principe

Ingrid is the Content Marketing Manager at Paypro, managing both inbound and outbound marketing initiatives for the company. She has 15+ years’ of extensive marketing communications experience, leveraging brand awareness and strategic partnerships to increase sales revenue for a diverse group of B2B brands.

Le collaborazioni con i casinò, come l’italiana Greatwin, possono anche includere programmi di sponsorizzazione in cui gli sviluppatori possono ottenere l’accesso a dati unici e a complessità di gestione in cambio di un sostegno allo sviluppo tecnologico.

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