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Talent Acquisition

Latest Future Trends in Talent Acquisition

Talent Acquisition

Every profession needs creativity in today’s time. Talent Acquisition process demands creativity in its approach to hiring and managing employees. If you are a recruiter you have to be really out there to seek the potential talent for your organization. With the demand, there is too much competition in the market. You need to focus on the demand for future recruitment with a suitable process.

The future recruiting trends are extremely different if we compare them to previous years. In 2020, there were various blog posts that focused on trend predictions but no one could forecast a pandemic coming. And, In 2021 Covid-19 did affect our industries a lot.

Hence, we have analyzed the trends recruiter need this year to follow and how that can open a path for them.

Latest Recruiting Trends in Recruitment Industry

One thing is sure, technology shapes most of the recruiting trends in the recruitment industry. In this tech-driven world, recruiters will inevitably rely on virtual support. Thus, the post-coronavirus era is focusing on us staying at home. Some professionals and sectors see innovative technology as a threat to their roles but 54% of recruiters see it as an opportunity.

We have considered it all while evaluating and making predictions for the top 8 future recruitment trends.

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Recruiting Trend #1: Recruitment Future trend in Remote work

It may be a piece of old news but work from home is one recruiting trend that will not fade. According to research during the lockdown, 98% of workers want to have the option of working from home for at least some weeks.

Recruiters need to identify a way that works for (almost) everyone and highlight the benefits of teleworking to keep everyone connected and happy. On the other hand, recruiters also need to find efficient techniques and methods for remote recruitment and onboarding, which will take additional effort for searching and learning. Remote or telework challenges will arise the more we drive into the new realm.

#2: Virtual Recruiting

Envoy Ortus Virtual Recruiting
Approximately 70% of companies say their recruiting and on-boarding is half virtual. This year, virtual recruiting will grow continuously and recruiters play a vital role in human Capital Management and in the practices and strategy your business uses to recruit, train and retain your workforce. No longer is your business limited to finding talented candidates in the geographic area of your office headquarters. WithVirtual recruiting, recruiters can find the best candidate for a position no matter where he/ she lives. For example:- An accounting firm PwC rolled out “choose your own adventure” that gives the candidate more control over their recruiting process. It includes various features like job seekers can self-schedule interview time, interviewer, as well as real-time visibility for job seekers to see where they are in the process. Almost all Interviews are now conducted virtually, and job seekers are being asked how they work effectively in virtual environments.

#3: From DEI to DEI&B

Virtual Recruiting

DEI&B is a long-term, integral part for the recruiters. For those who are not familiar with this approach: DEI (Diversity, Equity, and Inclusion)– all people are equal regardless of gender, race, age, etc. And the main task of the recruiters is to create an environment in which job seeker knows that their lifestyle is respected, they can freely express themselves, show individuality, and be themselves, without fear of judgment due to prejudices or stereotypes.

DEI&B- Diversity, Equity, Inclusion & Belonging - diversity, equality, inclusiveness, and belonging.

For example:-  Starbucks is also tying DEI recruiting goals to their business and strategic initiatives. They set inclusion and diversity goals of achieving at least 30% at all corporate levels and at least 40% at all retail and manufacturing and retail roles by 2025.

#4: Artificial intelligence (AI)

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With the technology development, AI technology is used by recruiters to source candidates, review resumes, and schedule interviews. 36% of recruiters say AI makes their jobs better. It is better to use it for job recommendations, candidate screening as well as candidate engagement scoring to find the best-fit candidate. Moreover, Ai powered writing tools remove the language that may be biased or gendered in job descriptions and help in finding the talent 50% faster.

This year most companies will implement recruitment software that works on the principle of artificial intelligence. It will help recruiters take the backbench and get much of their work automated.

#5:- Automation

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In 2022, recruiters will automate more traditionally in-person or on-the-phone tasks such as candidate screening and initial interviews. Asynchronous video technology is the area experiencing huge growth in this regard. It allows applicants to film themselves answering a set of questions. This technology also helps recruiters speed up the applicant-to-hire process on a massive scale.

For example:- For example, As a recruiter, if your goal from a job opening to a job acceptance is within 24 hours – Then AI helps you to ease the process of setting up in-person interviews, scheduling, rescheduling, and messaging back and forth. The combination of efforts has driven down the time and helps you identify the best talent to hire with an offer in 3.5 days from 14.5 days.

#6: It's time for candidates to "pump" soft skills

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Soft skills are always taken into account in the recruitment process. According to a LinkedIn study, 89% of unsuccessfully hired employees lacked precisely soft skills – teamwork, creativity, adaptability, time management.

Determining such skills has always been a difficult task. That is why it is worth revisiting the assessment process and recruiting methods and taking into account these competencies along with hard skills. Recruiters will be more interested in behavioral patterns, ethical dilemmas, choice of words, body language, and other such factors.

#7: Gamification


Gamification isn’t just about games; it can also include tests, assignments, puzzle-solving, and a variety of other activities that are carried out creatively through the use of digital media to find out potential hires. Recruitment games offer a chance to have fun. Solving puzzles, answering quiz questions would help you determine one’s personality traits, and later puzzle actually determines one’s ability to cope with pressure, decision-making, etc 

#8: Employee well-being and mental health checks

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It is the demand for the future to focus on health and the value of well-being because of pandemics. However, its implementation started last year but you will see a rise in 2022. As a recruiter, you need to use employee well-being apps, surveys, and training. Because applicants’ well-being matters a lot in an organization’s growth.


The above-mentioned are some of the most significant recruiting trends of 2022. Adopting these future recruitment trends will help you in the growth and development of your organization.

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