With the rise of the work-from-home movement along with an increased focus on engaging global talent pools and embracing new technologies in the workplace, the past few years have seen several changes in how companies recruit new hires. New challenges in the workplace environment call for new solutions in recruitment and onboarding processes.
Here are some of the biggest trends in global recruitment in 2022.
Engaging global talent
More and more companies are expanding their focus to international job markets to access a more diverse and more qualified talent pool to choose from. Global recruitment presents a solution for many problems in the workplace. By engaging workers from different global regions, employers can fill gaps for specialised skills, knowledge and language proficiency in the workplace. International recruitment further supports economic activity and employment rates in emerging markets and countries that are often overlooked by global employers.
Teaching new skills in the workplace
The rapid development of new technologies and new employment opportunities requires the adoption of new skills in the workplace. The recruitment industry is seeing an increased focus on flexibility in terms of qualifications and credentials among new recruits since many organisations are becoming more focused on the continuous development of their workers’ skills to adapt to changes in technology. This doesn’t mean that recruiters’ standards are lowered when recruiting new talent, but rather that there is a heightened awareness of the flexibility, adaptability and teachability of potential new hires.
Diversity is one of the biggest focus areas in the recruitment space at present. The increased attention to inclusivity and representation in the workplace is not a trend, but a long-term transition to equitable recruitment and employment practises. More diversity in the workplace contributes to an overall more welcoming, creative and productive working environment with higher employee morale. A report by Globalization Partners found that 90% of people who work for companies with diverse workforces are happier at work because they feel included and trust their leadership.
Heightened focus on workplace culture and wellbeing
Employees are becoming increasingly focused on the degree of mental and wellness support they receive from their employers. Companies should focus on fostering uplifting working environments to promote wellbeing among their workers. This includes quality communication, employee development programs, fair leave policies and community-building initiatives. Good workplace culture starts in the recruitment and onboarding process in order to lay the foundation for happy and healthy employees.
Promoting flexible working conditions
Over the past two years, remote work has experienced a major surge across the world, particularly in knowledge-based industries. As countless companies and small businesses were forced to work from home due to restrictions on movement and in-person gatherings during the health pandemic, many organisations and employees now prefer to work remotely. Findings by LinkedIn have revealed that employees are 2.6 times more likely to be happy at work and 2.1 times more likely to recommend the company to other job seekers if they can enjoy flexible working conditions. Flexibility has thus become a key consideration in recruitment practises. Employees are in favour of the freedom to work remotely or semi-remotely. Flexibility in terms of working hours also creates more opportunities for global recruitment across time zones.
Expanding contingent workforces
Flexibility in the workplace manifests in many ways, including more freelance and contingent workers. Across the globe, organisations are investing in recruiting contingent workers to build dynamic workforces that can easily and swiftly respond to changing workloads. Independent contractors and freelance workers not only present a cost-saving benefit to companies but also enable employers to adjust their number of active workers as the demand arises.
Increased adoption of tech and online tools
Alongside the rise of remote work scenarios, many workplaces have upscaled their adoption of online tools for communication and organisation. This trend extends to recruitment processes. Technology is enabling recruiters to source and engage talent from all over the world while relying on virtual communication for interviews and onboarding. Artificial intelligence (AI) tools such as applicant tracking systems technology (ATS) can add major value to recruitment solutions by fast-tracking the process of scanning applications and benefiting from more accurate matches with qualified and well-suited candidates.
Outsourcing global recruitment
The trends discussed above all point to future-focused, inclusive and supportive recruitment processes. However, the move towards global recruitment and flexible working conditions presents a range of challenges for organisations that are expanding their international and contingent workforces. As a solution, more companies are outsourcing their recruitment activities to simplify the process and avoid potential obstacles such as compliance issues and tax and legal complications across different global regions. Businesses across Europe are therefore relying on the services of Professional Employment Organisations (PEO) and Employers of Record (EOR) to recruit, pay and manage their global workers without having to establish a business entity of their own in foreign countries.
CXC is a global HR outsourcing organisation with 30 years of experience in workforce management. Our innovative and cost-effective solutions help companies gain a competitive advantage by improving efficiency while reducing risks.
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