2021 was a year that saw a dramatic shift in the jobs market. A shift that will continue as we move into 2022.
With an increase in hiring, a reduction in resources, and significant changes in candidate expectations – recruiters and HR teams must be more agile than ever before.
Now, we need to rethink traditional approaches to recruitment and hiring if we want to keep a competitive recruitment edge.
Some top priorities for recruiters going forward will be to improve the quality of fire and security recruitment strategies, improve timescales, increase retention rates, grow talent pipelines, and improve diversity.
Below are some of the most notable trends to look out for as we start our journey into 2022 to secure the best candidates in fire and security.
Current hiring trends
1. The ball is in the candidate’s court
The effects of the COVID 19 pandemic are felt across every sector, with employees opting to leave their current role in the search for roles offering more flexibility, full-time remote working, better benefits, etc.
In fact, organisations have reported that they are seeing a high turnover of staff now compared to 2019 and early 2020 (pre-pandemic).
This effect on recruitment means we are now seeing a shortage of qualified workers and a high number of open positions, which makes it a very strong candidate market, as they can now choose employers based on who they think is the best fit for them.
2. Recruitment will remain challenging
The more knowledgeable we are about the situation, the more prepared we can be.
Recruiters are working tirelessly around the clock to fill roles and fill them quickly with the right candidates. However, some of the biggest hurdles that recruiters will face in fire and security recruitment include:
- A lack of qualified candidates
- An increase in competition for skilled candidates
- Requirements for “in office” work
- Breakdown in communications between recruiters, hiring managers, and candidates
- COVID 19
- Ongoing health and safety concerns.
3. Automation and AI will continue to grow
Helping to improve recruiting metrics such as time to hire, cost of hire, and quality of hire, automation can help screen, schedule, and chat with candidates throughout the hiring process. As a result, more and more recruiters will look to maximise the use of automated texts and chatbots as we move through 2022.
4. Understanding your candidate’s journey will be key
Businesses must focus on the candidate and recruiter’s journey and experience, looking at ways to simplify the application process and introduce automation and AI tools at various stages. Understanding the journey and the timescales each step takes will allow businesses to understand better how they can expand their hiring efforts and improve onboarding practices.
5. There will be a shortage of talent in some sectors
Candidate expectations are at an all-time high, and agility in screening processes will become essential to finding the perfect match.
Companies must adapt to these changing expectations where possible, recognising that remote and flexible working are the two biggest elements people are now looking for in a job role.
We understand that, as recovery across all sectors is still ongoing, there is a need for further investment in recruitment. For example, helping to not only improve the efficiency of teams, but also to help reduce stress.
There is also the option of upskilling your workforce to survive. By upskilling, you can achieve the exact skills you require; (however, to achieve long-term success, you must upskill at scale).
Upskilling can also help with employee retention, which you can find out more about in our latest blog post, HERE.
6. Agility will be key
An agile recruitment strategy will help you stay flexible and allow you to adapt quickly to market changes.
Combining agile technologies with agile strategies can also help to improve your overall recruitment process and secure the best talent. Again, using text automation, chatbots, and engaging in the right social media platforms can all offer a positive user experience.
7. Take a look at your recruitment budget
We understand the damaging impact the pandemic has had on budgets. However, increasing your budget for recruitment activities will help you compete to secure the best candidates. Look to invest more in social media, platforms such as LinkedIn, referral schemes, job boards, virtual hiring process, and more.
8. Rapid move to digital transformation
Digital is not a new concept or area for candidates across any sector. However, what is new is the speed at which digital transformation is taking place.
Basic digital skills are required for the vast majority of jobs. However, those professionals with more advanced skills in this area are in even higher demand and at the top of everybody’s ideal candidate wish list.
9. Diversity, equity, and inclusion are non-negotiable
We are currently finding that people will align themselves to those businesses that are transparent and committed in all areas of diversity, equity, and inclusion. And it is these three elements that can also be key to a company’s success, both in terms of recruitment and business profitability.
To help, businesses will need to broaden their definition of what a successful candidate looks like, employ a diverse recruitment team, and ensure all job descriptions are inclusive.
10. Remote hiring is staying put
The way we recruit for fire and security roles has dramatically changed over the last 12-18 months, and in some instances, this is for the better.
Remote hiring opens up a larger and more diversified talent pool, you can reduce your time to hire, and you can have access to a more diverse skill set.
However, you must have the right tools and processes to deliver a sustainable, remote recruitment model with the ultimate goal of improving hiring efficiencies.
11. `On demand` workforces will increase
More and more businesses are now seeing the benefit of hiring contractors/freelancers for specific projects and one-off tasks. For many, freelancers can directly deliver high-impact work without the business-facing high recruitment costs, tapping into the skills you need as and when required.
(Note: This strategy can also increase diversity and inclusion).
12. Maximise talent networks
For fire and security companies, how do you find the best of the best?
Use the right talent networks.
Internal talent networks allow you to build qualified leads and a strong talent pool that will support future opportunities.
Using external talent pools, tap into online communities and digital platforms to provide you with instant access to pre-screened applicants. These particular talent pools can provide you with large databases to search at your leisure.
13. Work hard on your brand
People follow those companies with whom they feel they align. Therefore, communicating your mission, vision, culture, purpose, values, and people are key in building your brand and reputation and as part of your recruitment and retention strategy.
You have to want people to work there. People must know what makes your company a great place to work.
Use social media to tell your story and use existing employees to advocate the business and their job role.
Getting your employer’s branding right can make finding the best talent easier.
Change is inevitable. However, understanding the current trends and challenges in recruitment can help you put strategies in place to tackle this head-on and continue recruiting the best talent.
At Secure and Recruit, we provide you with a focused and unrivalled recruitment solution. We take time to listen to all requirements, supporting your growth and recruitment strategies moving forward.
For the latest fire and security job vacancies, check out our website. For support in fire and safety recruitment and securing the best talent for your business, call 01480 275 700 or email email@example.com today.