Top Predictions for Talent Acquisition in 2022: Retaining Talent Teams

Each day we’re hearing new phrases to describe the recruitment landscape and all the complexities surrounding it. From the Great Restructure to the Great Flirtation, there is little doubt that it’s a candidate-driven market that’s continuing to worry talent acquisition teams in the new year.

What’s even more clear is that people are on the move more than ever before to jobs offering high salaries and further benefits to tempt them away from their current employers. Many are also leaving their roles honestly because their valued team members are quitting, and they just don’t have the confidence or energy to continue working hard until they can find a great replacement. 

The talent acquisition retention problem is rising but organizations can avoid being passive in 2022 with these three steps:

1. Start talent mapping early

Planning for future hires can often be an overwhelming and time-consuming process considering all the uncertainty this year. Recruiters will know talent teams are already working overtime, and if they are looking for the right people, the process can be made harder with unresponsive or disappearing candidates.

On the plus side, talent mapping can be an effective way to alleviate these pressures by determining short, medium, and long-term hiring goals. Instead of focusing on critical to fill reqs, talent teams can identify the internal talent they already have and the talent they might need in the future to best fit the needs of the business. Not only that, but it also allows teams to identify gaps, understand the market, and opens up training opportunities for existing staff to upskill in talent and recruitment departments. Having a career conversation with someone who seems happy in their role may be critical to understanding their aspirations and how they can stay engaged and interested at your company. I know it is one more thing to add to your busy plate, but my recommendation is to try to do this ASAP, before they have that conversation with an external recruiter.

2. Reputation can mean a lot

As far as your reputation is concerned, there is a thin line between being viewed as an appealing business and an undesirable one that prospects may want to avoid. If candidates get wind that the application process is too long or too complex, this type of feedback can be easily shared and influence the process before it has even begun.

Similarly, the same can be said for existing employees that can present a glowing or not so complimentary review of the company. Trust me, your recruiters and hiring managers will be the first to hear the perceptions shared by candidates and employees. If you are a CPO or CHRO or Head of Talent, you will be the one that is asked to “fix” this. 

It may go without saying, but if businesses want to grow, they will need to have a strong and easily identifiable employer brand that supports talent teams throughout their journey.

3. Not everything has to be in-house

If talent teams aren’t supported, the lack of clarity surrounding resources and companies promising more than they can deliver teams can often feel isolated or overworked. Sadly, most companies aren’t alone in this, and even the ones with the best intentions are struggling to hire recruiters while simultaneously keeping their internal recruitment teams.

With the New Year upon us, some organizations have been nervous about the lack of resources and may feel reluctant to outsource despite sitting on budget. More often than not, outsourcing can be a big help, and an experienced Recruitment Process Outsourcing (RPO) provider can offer the expertise needed to recruit highly sought-after roles. By providing talent teams with assistance and support, RPO providers are strategic, flexible partners, becoming a flexible extension of talent teams that can cater to demand. In addition to filling roles, we share our real-time insight about specific hot role types or market perceptions gained from partnering with a portfolio of organizations. This alone helps drive change and clarify some of the reasons for difficulties recruiting. 

Whichever area you choose to tackle first, it is important to recognize that talent acquisition isn’t going to get easier or less time-consuming. In-house teams need to be supported, and with RPO providing the complimentary x-factor, the solution to mastering talent team retention could be easier than you think.

To include RPO in your recruitment strategy in 2022, contact Talent Works here .