Key Recruitment Challenges in 2022

The employment market has not yet recovered from the effects of the pandemic and we are already planning for the next year, which is unlikely to be any easier than the last 18 months. Many companies are finding it increasingly difficult to find, recruit and retain talented staff as unemployment rate is on a rise around the world.


One of the most hotly debated recruitment issues in recent years is the skills shortage. Many companies are struggling to fill open vacancies, resulting in lower revenues. According to a detailed analysis, more than 85 million positions could be vacant by 2030. And this is not because of automation or robots replacing these jobs. It is because there will not be enough skilled people to fill these positions. This is one of the main challenges organizations are facing in recruitment.


According to statistics mentioned above, it seems that the skills shortage will not slow down and go away until the pandemic labor imbalance is addressed. Recruiters, therefore, need to develop a long-term plan to attract talent in the coming years.

If you want to overcome the talent gap, you need to adapt your recruitment, training, and retention strategies to the situation.


Sometimes the talent you need is right inside your company, closer than you think. If you are struggling to fill a position and can’t seem to find the right person, turn your attention to your HR. Internal recruitment is 1.7 times cheaper than external recruitment, and promotions will encourage staff even more.  You will also save money on recruitment. However, there is a drawback to this method. If used incorrectly, you risk creating an echo chamber and missing out on diversity. It is therefore advisable to use it with caution.


If you do not offer internships on a regular basis, now is the time to start. Many recruiters say that it is difficult to determine whether a potential employee can do the job before hiring them. Why not test these skills? Offering internships in your company helps you to test individuals before hiring them and, more importantly, allows you to attract skills that you would otherwise ignore.

Stable results require long-term planning. And if you want to ensure that you attract, retain, and recruit the best fresh people, your recruitment team needs to build long-term programs into your recruitment procedures. As the skills shortage will only get worse, develop methods to help you combat the problem.


We all know that talent shortages are a big problem. But what about all the hidden talent? How can you make sure they are interested in your company in the first place? For many organizations, it is becoming increasingly difficult to convince employees to choose your workplace over others because of talent shortages and pandemics.

The pandemic has also had a significant impact on jobseekers’ attitudes towards employment. According to a survey, the most frequently cited reasons by the hotel, restaurant, and warehouse workers for problems in attracting and retaining work are receiving unemployment benefits and postponing their return to work.


Salary, although important, is no longer the main consideration. To win the battle for new recruits you will need to provide more than a monthly bank transfer. You need to carefully design your benefits package to entice potential employees to join your company. For example, more than half of the population (44%) believe that adequate healthcare is more important than paid holidays. As we become increasingly aware of the importance of healthcare, especially mental healthcare, providing strong health cover for your employees is becoming a must.


As an employer – and a brand – you are responsible for ensuring that the recruitment process runs smoothly and that these employees have a great experience. According to the survey, more than 41% of respondents consider a long-term relationship with a recruiter as the most important factor after the interview. Make the most of this by including all candidates in your talent pool, including those you have hired and those you have rejected. Then, whenever you have an offer for a similar role, tell the people you think would be suitable. Finally, don’t forget the value of feedback. We all want clarity, whether it is positive or negative, so opt for direct communication even after rejection.


Recruitment companies face many challenges in recruiting due to COVID-19. As the world becomes increasingly digital, our work becomes increasingly digitalized. While remote working is not a new concept in the workplace, the epidemic has accelerated the shift towards this working method over the last 18 months. Working from home is no longer an option; it is now a requirement for employees to be able to work from home whenever possible.


There is no denying that working from home is more difficult than in a traditional workplace. To succeed in such circumstances, a combination of personal qualities and talent is required. Although the productivity of remote workers is high according to these data, it is still a concern for many companies, especially their recruitment teams.

From 2022 onwards, your organization should place greater emphasis on identifying people with the right soft skills. Your recruiters will now need to look for people who (among other things) are:

  • Independent
  • self-motivated
  • flexible
  • Proactive

Simple as it may seem, assessing such talent through the traditional CV and interview process can be difficult. Anyone can claim to have these abilities, but how do you know if this is true?

Using case-based testing in the recruitment process can reveal at least two of the ‘soft talents’ mentioned above, as well as a range of other desirable personality traits! Firstly, the fact that your candidate has chosen to commit time and other resources to resolve your situation indicates that they are capable of taking action and motivating themselves.


Communication can be difficult in any environment, but it is even more so in the workplace (real or virtual).Of course, the causes of such difficulties vary from team to team, but two that immediately come to mind are the differences in time zones and schedule management within teams.

Remote working allows people from all over the world to join your organization, which is great for diversifying your talent pool. However, depending on the type of work your employees do, your recruitment team may need to take into account some constraints to ensure a great working experience for all.

As an employer (or manager), it is your responsibility to set up and maintain a good communication system, but your recruitment team also needs to pay attention to applicants’ communication styles, work schedules, and how physically practical it is for them to follow your communication arrangements.

The ability to recruit remotely opens many doors with benefits, but it can also present barriers that need to be recognized and addressed. 2020 changed our perceptions of remote working and organizations now need to adapt to this new reality. The key is to be aware of the potential challenges, but also to remember the benefits we could gain from them.