Recruitment Predictions For 2022

Recruitment Predictions For 2022

The world of recruitment in 2022 doesn’t need massive change, everyone has been through that, it’s more about balance and continuity.

The TeamJobs team share how they are looking at the coming months and where they are seeing trends coming into place.

Rob Bruce, Senior Recruitment Consultant looks at the thread from quarter four and how that can have an impact going forwards, “Businesses are getting into a routine where the once ‘new’ areas such as remote working, now become part of life. From talking to clients order books are filling up for 2022, so this means the filtering to the production teams.”

Rob looks at 2022 with a sense of realism, “For me, I want 2022 to carry on from how we end 2021. I think we’ll start to see a variety of jobs and opportunities coming into the frame. There is a current prominence of sales, forecasting, customer service and purchasing jobs, which demonstrates businesses who are finding momentum. This will start to filter through companies and the requirement for other areas.”

Kimberley Best, Recruitment Consultant recognises the recruitment industry is about to gear up for an increase in candidates, “Many people have made it to the end of another year and a sense of reaching another finishing line in a COVID aware world. It’s time to regroup and reflect. As 2022 starts to become settled, I am predicting a glut of candidates who are looking for their next step. I am already seeing it. Candidates are in a powerful position.”

According to the Office for National Statistics there is an all round round recovery in the UK labour market with unemployment falling to 4.2% in the three months to the end of October, This represented approximately 1.4 million people, down from 4.3% in the three months to the end of September.

Jaime Rana, Senior Recruitment Consultant, looks at the importance for 2022 not to go too far down the remote recruiting path. “2022 is looking promising. For instance, marketing departments are being reactivated. However, I don’t want remote interviewing to start becoming the default for businesses. People do need to see a personal side. The way we present ourselves and interact with each other will always feel different online and offline. The small gestures, the pauses, the awareness of space, the getting to know people is something that is important within the in-person interview process. Efficiencies are important, but so is the human side to recruitment.”

As we look into 2022 the candidate driven market will still dominate. Whilst it is time to build on the encouraging work and progress from 2021, the change and reset that has happened to the industry, finding momentum is going help play its part in an encouraging and exciting year ahead.