Your 2022 Hiring Guide

The Great Resignation has led to a scenario where there are far more open positions than employees willing to work. This has given job seekers leverage they never had while taking away the control employers held over employees. 

Hiring in 2022 is now more complicated than ever before. 61% of employers are having a hard time filling vacant positions despite the high unemployment rate. You thought hiring the right candidate was hard, but now, it’s even harder. 

The Great Resignation is throwing us all a curveball. So, if you’re finding it increasingly hard to fill open positions, we’ve got some steps you can take that are sure to help. Check them out! 

How To Attract The Right Talent Amidst The Great Resignation

Grace Lordan — associate professor at the London School of Economics — states that employers haven’t seen the end of job-hopping. She also says that employees who value a flexible and hybrid working model will change jobs until they find a company that offers just that. 

If you can connect the dots in Grace’s message, you’ll get hiring right amidst the recruitment upheavals. Today’s employees are attracted by more flexible work hours, continued availability of remote work, better treatment, and higher wages, to name a few.  

If you offer these, there’s no doubt top talent will knock on your company’s doors in droves. However, 70% of candidates these days are passive job seekers, and 40% of applicants are unqualified. This means that even though many applicants will tender a formal interest to fill a position, you’ll need a proper strategy to pinpoint the right candidates. 

Hiring in 2022: A Comprehensive Guide

Let’s break this undertaking down into a step-by-step process. 

1. Create a Stellar Job Description

People are quitting jobs in droves because they no longer meet their expectations. To ensure you appeal to the right candidate, you need to put together a job description that is transparent and honest. 

Job descriptions are super important for capturing exactly what the job entails so you can accurately manage the expectations of those applying, as well as find a candidate that is actually qualified. 

Create a comprehensive job description that captures:

• Job requirements
• Desired characteristics
• Requisite experience
• Special qualifications
• Salary and benefits
• Nature of work: remote or in-office

If you’re hiring for a newly created role, make sure it aligns with your overall business goals and plan. Doing so will help you stipulate the scope of that role and decide the qualification and characteristics of the ideal candidate.  

2. Post the Job Description

Finding the right candidate often begins internally. Consider posting the job in internal communication channels, such as Slack, and ask qualified employees to apply. If you can find a good candidate internally, you don’t need to advertise the job externally, which can save you a lot of time and headache. After all, when you hire internally, you already know the candidate and his or her work ethic and process. 

However, if you’re determined to cast a wider net and capitalize on a larger pool of candidates, post the job externally. Generate a promotion plan that outlines where, when, and how you’re going to publicize the job. External publicity will likely entail posting the job description on:

• Your company website
• Online job boards 
• LinkedIn and other job posting sites
• Industry publications

Keep in mind that 68% of Americans would choose a remote working option over the 9-to-5 work, so consider offering remote work. 

If you’re looking to hire remotely, consider job boards such as: 

• We Work Remotely
• Flexjobs
• RemoteOK
• Working Nomads

Also, consider posting your job on social networks like Digital Nomad Jobs, Nomad List, and Work From for some added exposure. 

3. Build a Strong Employer Brand Online

These days, candidates don’t just read the job description and apply. 75% of interested candidates first gauge your employer’s brand reputation to decide whether or not to apply.

52% of these candidates first go to your website and social media to learn more about your company. Others will scour the web and sift through online reviews on job websites like Indeed and Glassdoor. 

Before you post your job, audit your online reputation. What do former employees say about working for your company? Take note of anything negative and address it in advance. 

4. Vet Candidates

Once the candidates apply, separate the wheat from the chaff. On average, a corporate job attracts 250 resumes, only 4-6 candidates get interviewed, and one gets hired. 

An applicant tracking system will help you review applications to eliminate unfit or under-qualified candidates. Besides that, use applications such as ThriveMap and Saberr to review candidates’ cultural fit and whittle down your list. 

Be selective but also don’t disqualify someone if they aren’t an exact fit. If you think their experience may still lend to the role, consider moving them to the next step. As we mentioned earlier, despite the wide candidate pool, employers are still finding it hard to place roles, so being too selective could be a bad move. 

5. Interview Candidates

If you’re hiring remotely, you’ll have to conduct interviews via phone and video conferencing platforms. Alternatively, if you’re filling an in-office position, schedule interviews with candidates at your company. Depending on your interview structure, you can put candidates through further assessment and background checks. 

This is quite possibly the most important step of the entire process. Since the hiring landscape is much different than in the past, you’ll want to establish and ask the right questions. This includes focusing on candidates’ motivations, passions, and the real “why” behind them applying. With so many people experiencing burnout, the last thing you want is to select a candidate you’re really excited about, only to have them quit a few months later. Make sure your questions land and help establish adequate expectations for the role. 

Lastly, evaluate the interview and assessment performance to identify the top candidate. Be sure to select a backup candidate in case you fail to find an agreement with the top candidate. Most importantly, keep both candidates engaged. Remember: the candidates are likely to be courting multiple offers, so losing touch with them would be costly. 

6. Make it Official

At this point, extend the offer to the number one candidate, detailing:

• Start date
• Salary and benefits
• Potential severance fee
• Paid time off
• Remote work policy
• Company mission statement – if you haven’t sent this already.

The information helps the candidate evaluate the offer and decide whether to take it or not. Sometimes, the candidate may open negotiations if they aren’t comfortable with an item on the offer letter. 

Interestingly, the person extending the job offer may influence the candidate’s decision. 94% of candidates accept the offer when they are contacted by their prospective manager, compared to 89% when contacted by the recruiter. 

Once the candidate accepts the offer and signs the paperwork, move them along the hiring process with the following paperwork and documents:

• Form I-9 and E-Verify
• Form W-4
• State registrations
• Organization’s rule book 

Take into account employment and payroll policies in different countries when hiring remote workers. If unsure, seek advice from remote employment experts such as Remote.

6. Onboard Your New Hire

The recruitment doesn’t end the moment the employees ink the deal. You hired them to help you achieve your goals, so signing the paperwork is just the start of the journey. Next, you need to onboard employees and integrate them into your team.

Do not underestimate the power of onboarding: it reduces employee turnover and boosts new-hire productivity. According to statistics, 69% of new hires would stay in your organization for three years if you offered them a great onboarding experience. 

Welcome new employees in a professional way to make them feel valued. Doing so lays the foundation for a super-productive relationship between the hire and your company. Give them clear scheduling and program of the orientation process to help them prepare in advance. And, if possible, assign new hires a mentor to take them through the first stage of their career. This can be their manager, or it can be someone else at the company who has expressed interest in mentorship. Either way, this will help ensure your new hire feels secure and ready for success at their new job. 

The Great Resignation has made hiring new employees extra tough right now. The tips above should help you get the ball rolling and ensure your next new hire is in it for the long haul. 

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