Hiring Trends for 2022

By: Ben Murphy


Get ready for the new business buzzwords, the keyword trends for 2022. It’s (almost) a post-COVID world and things have changed. You saw that in 2021, and now 2022 is going to be all about embracing those changes within your company, industry, and beyond.   

So what hiring trends can you expect to see? How will 2022 be defined when it comes to talent acquisition? Here are the top trends as you’re preparing for the new year.  

  1. Focus on DEI

Diversity, equity, and inclusion was rolled into the DEI acronym and became a hot topic in 2021 – and for very good reason. This is going to be a leading hiring trend for several years coming. In fact, it will eventually be seamlessly rolled into each hiring experience – at least that’s the goal.  

If your company hasn’t gotten out ahead of the DEI trend, there’s still time to make it part of your hiring strategy. Whatever you do, don’t ignore this. Not only will a lack of a DEI initiative be a major turn-off to top performers, but your business will also be at a disadvantage from missing out on unique thoughts, perspectives, and ideas that come from a diverse workforce.  

  1. Hire to Keep

The cost of losing an employee is staggering. Gallup once stated that U.S. businesses are losing a trillion dollars a year in turnover. This alone should have lit a fire under hiring managers and prompted them to revamp their hiring process, but employees were easier to find back then. In the aftermath of COVID-19, some industries are struggling to find talent and keeping top performers is even more important.  

Going into 2022, be prepared to revamp your hiring strategy. It’s not enough to hire good employees. The focus now needs to be on the long run. This requires a hiring approach, like our Hire 4 Performance process, which goes beyond evaluating a resume alone, but looks at the Whole Person (we call it Head, Heart, and Briefcase) to identify alignment to your organization.  

  1. Reevaluating Management

This isn’t meant to spark fear in anyone – we’re not talking about replacing your management team. However, their methods and approach… that’s another story. The data shows that most effective managers act far more like coaches, taking a team-approach while actively supporting, understanding, and valuing each individual contributor.  

You might be wondering how this impacts your hiring for 2022. Management and hiring are two different things, right? Wrong. Top performers are looking for companies that manage for the modern world. They want companies that drive performance and engagement by putting their People First. In fact, you’ll likely find more and more candidates asking questions about management style in the interview process. Be ready to share your organization’s approach to management and how that ties to your overall success. Shameless plug, our tool of choice is our Manage 4 Performance™ software. Check it out here. 

  1. Job Descriptions are Done

Okay, you can’t totally throw out the idea of a job description, but you should at least consider majorly revamping yours. Traditional job descriptions are loaded with ambiguity and irrelevant items. What does being able to lift 25 lbs. really have to do with most jobs these days? Yet it is a common staple on many job descriptions we see.  

Candidates want to know exactly what you expect of them. Far too many have experienced the burn of starting a new position that wasn’t at all what they had in mind. Instead of a list of vague tasks, opt for a honed-in Top 5. We suggest crafting Performance Objectives that are specific, measurable (whenever possible), and directly tied to your organization’s success. We have entire free guide that breaks these down in more detail. Grab your copy of it here. 

  1. Focus onAlignment + Addition 

The old “hiring for culture fit” approach has been proven not only to be ineffective, but frankly, pretty damaging when it comes to DEI initiatives. Instead of hiring for “fit,” hire for alignment and addition. 

Let’s start with alignment. This is where having your company’s core values clearly listed out and defined comes in handy. If you know what matters most to your company, you’ll be able to identify whether or not someone is in sync with your culture. Not only is this beneficial for you in your hiring, but candidates want to know that they are joining a company with values they can get behind. 

Addition takes it a step further. While you want someone to align to the core of who you are as a company, when it comes to things along the lines of skills, behavioral tendencies, perspectives, life experiences, etc. it’s far more valuable to identify candidates that will add something to your team. Again, this is a win-win. Candidates want to know they are going to be contributing something that matters, and that their contributions will be valued, and by increasing the diversity on your team you will only make your company stronger.  

  1. Open Candidate Pools

When you can embrace some form of work-from-home, your candidate pool opens up tremendously. Taking advantage of the access to talent outside of your region, even outside of your country, is a trend that’s here to stay. Not only are candidates looking for the flexibility to work remotely, but your organization will benefit from a diversified talent pool you otherwise would not have access to! 

  1. Heavy Reliance on Talent Acquisition Partners

The market is trending toward specialization, allowing people to hone in on an area of expertise and own it. This applies to the realm of talent acquisition as well! Having a professional talent acquisition expert on your side can help you weed through massive applications, uncover untapped potential, and present you with only the top tier candidates. 

  1. Hiring from Within

When you hire smarter, looking at the Whole Person, you find people that are fully aligned with your organization – and you don’t want to lose that. Part of a strong employee engagement strategy is knowing where your people see themselves down the road. What kind of role would excite them? Where do they want to grow in their career? Then, when something opens up internally, use that knowledge to hire from within. This does not necessarily always look like a promotion. Perhaps it’s a new role, a new department – whatever the case, when you demonstrate that you not only know your employees, but you care about them sitting in a seat that excites them, you’ll only boost engagement. 

  1. Overall Work Wellbeing

Health, both physical and mental, is becoming a paramount consideration for employees. They want a good work/life balance, to be supported in their desire to take care of their health, and to avoid burnout.  

Great employers are getting ahead of the curve and making this is a priority within their company culture, which is incredibly attractive to top performers as they consider a career move. If you want to hire for the future, you have to prioritize the wellbeing of your people.  

  1. Social Media

It’s not that companies are hiring for social media experts, that revolution happened well over a decade ago. Now companies are using social media to recruit new hires. Yes, posting their openings on different forms of social media, not just job boards, is a part of this recruiting but it goes beyond that.  

Companies are creating a brand identity on social media that doesn’t just sell to a potential consumer audience, it also appeals to candidates. Employees want to work for companies that have the same values they do, is driven by a similar mission, and is somewhere they feel they’ll belong. Your brand’s presence online, especially on social media, can make or break your hiring.  

Knowing these trends for the future of hiring, how will you prepare for 2022? At Titus, we’re here to Partner with you on your journey to attracting and hiring the best of the best, top performers that both align to your organization’s mission, vision, and values AND add to your culture. Connect with a member of our team today to learn more of how we can Partner together to make 2022 your best hiring year yet.

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