Top 5 Recruitment Techniques in 2022

We live in an extraordinary time where the evolution of technology continues at a rapid pace. We have reached a point where artificial intelligence is being implemented into recruitment processes, along side the usage of recruiting softwares

Although many experts are concerned about an employment apocalypse, many companies are still on the lookout for ways to optimize their recruitment functions. Here are the top 5 recruitment techniques you can expect to see in 2022.

Using Social Media to Hire

Although the use of social media in recruiting has been around for several years, it is set to take off at an unprecedented rate in the next five years.

Social media used to be a way for potential employees and employers to engage and share information with each other. However, with an increase in the integration of artificial intelligence, employers will have a greater ability to find individuals that fit their job description.

Instead of manually looking for candidates on social media, employers will have the ability to use advanced algorithms that search through millions of posts and identify people with specific traits.

This will allow employers to identify and screen prospective employees much faster and easier, they can also use recruitment application portals. Both these will also allow them to spend more time focusing on their core business and less time looking for talent.

Using Virtual Reality (VR) in the Recruitment Process

Virtual Reality is set to have a huge impact on the recruitment process in 2022. The technology will be used extensively as part of the hiring decision.

In the next 5 years, many companies will begin to use Virtual Reality during the recruitment process. For example, potential employees will attend walk in interviews where they will be asked to complete a task or role-play using Virtual Reality.

Companies will use VR to assess the capabilities of potential employees in a risk-free way, which reduces the cost of potential mistakes.

For companies, Virtual Reality will provide them with the opportunity to see how potential recruits would interact in real life. This will be advantageous for companies that have employees working remotely. It will also reduce the costs of training new recruits.

These interactions would give candidates a realistic impression of the company as well as give employers an insight into how individuals will interact with clients and members of staff.

Although this could be perceived as invasive, it will allow organizations to see how a candidate would fit within the culture of an organization.

Using Artificial Intelligence to Identify Candidates

The recruitment department is a vital part of any business. However, many recruiters feel overworked and underpaid. This is especially true when the recruitment department lacks the skills and technology needed to recruit efficiently.

With an increase in artificial intelligence, many recruiters will have a wealth of data and information that will allow them to hire with confidence.

A major challenge for recruiters is finding individuals with specific traits. However, artificial intelligence can help to overcome this problem.

AI will be able to scan documents to find specific information that can then be used to identify candidates. This will be especially useful when it comes to finding people with the skills to perform a specific task or finding candidates that have the potential to obtain a skill.

Potential candidates will need to fill in specific forms to apply for a job. These forms will be filled with questions about different skills and information such as the number of years’ experience they have or their educational background.

AI will be able to scan these forms and use this information to assess whether the candidate would make a good fit for the company or not.

Using Chatbots to Streamline the Process

The switch from email and phone calls to text-based communication has been widely accepted in society. In 2022, the majority of recruiters will stop using email and phone calls to communicate with applicants.

Communication between recruiters and applicants will largely be text-based, with the use of chatbots to speed up this process.

Using chatbots will remove much of the manual effort needed by recruiters to communicate with potential employees. This will also free up time for recruiters, allowing them to focus on more important tasks.

This move to text-based communication may present a challenge for applicants, as many companies are looking for individuals with strong written communication skills.

Text-based communication will allow potential employees to showcase their skills more easily. For example, candidates will be able to write a unique and personal cover letter that can then be shared with the company.

The chatbot will also create a more efficient process for companies to hire new employees. There will be less time spent by recruiters filtering through candidates who don’t match the requirements of the job.

The Rise of Video Conferencing

Using video conferencing technology to communicate with applicants is becoming much more common. With the development of faster internet speeds and better connections, this form of recruitment will become a more efficient and cost-effective way for companies to recruit.

The use of video conferencing technology to communicate with applicants will give companies a real insight into how well an individual communicates and interacts.

Video conferencing will also allow organizations to see how candidates present themselves and how they would fit within the culture of the company.

Candidates will be able to showcase their professional skills, knowledge and personality during the interview video conferencing process. This is a great way for them to communicate exactly what they can offer the company, as well as increase the chance of them being hired.

Conclusion

The recruitment landscape is changing at a rapid pace, and organizations will need to adapt if they want to stay ahead of the competition.

The above trends will only get stronger over the coming years, and recruiters including defence recruiters who do not embrace these changes may find it difficult to retain talent.

It is also important for candidates to be aware of how the recruitment process and recruitment agencies are changing and make sure they understand what recruiters are looking for.

Otherwise, they could find themselves with a promising career opportunity slipping through their fingers.