As we start 2022, there are a lot of dynamics in the market.
Can employers require vaccinations? How much flexibility are employees demanding in the workplace? What does "the great resignation" mean for the recruiting industry? Are salaries increasing this year? These are a few of the questions you may be asking as you head into 2022 and continue to recruit.
We've seen some early trends in recruiting this year, and hopefully, we can answer some of these questions for you.
Speaking of COVID, the law has become pretty clear; companies can mandate their employees to be vaccinated. When this is the case, recruiters should be telling candidates that the client is requiring vaccinations, and ask the candidate if they see any issue with that policy. The best policy as a recruiter is to be proactive, clear, and honest.
Right now there is a perfect storm of chaos in the employment market; a ton of people are resigning because they’ve determined that life is too short, and they want to find a company to work for that aligns more closely with what’s important to them. Couple that with the fact that nearly every professional skill set is in extremely high demand, and it gives them the confidence to look for something else.
Companies were already short of strong talent prior to COVID, and it has only been exacerbated with a lot of the baby boomers resigning earlier than some companies thought, based on a realization that they could retire on what they have after living through COVID at home. In addition, many companies tightened their belts when COVID began. Companies laid off employees or put hiring on hold, yet they found their company bounced back quicker than they thought, and they’ve realized they likely cut too deep. Not only did many make it through COVID fine financially, but they’ve actually grown, with fewer employees doing more work. This comes full circle for those employees, in that they’re working harder for the same money, which is why they’re willing to resign or take recruiter calls.
Many of our clients are proactively giving large increases to their key employees (not 3% cost of living increases) to try and stem the tide from them taking calls from recruiters. It’s something I highly recommend to clients; be proactive with large increases for your top performers if you can, because they are undoubtedly getting calls.
Are you hiring and needing help connecting with top talent. Connect with us. We would love to chat.