The US staffing industry has significantly evolved, grown and progressed in the last few years. From a small industry that largely depended on newspaper ads and word of mouth for recruitment to an industry with market size of $151.8 billion and a more considerable dependency on automation, we have come a long way.
However, the recent Covid-19 crisis and talent shortage crisis have proven that the present methodologies need to be revamped to tackle such unprecedented situations and prepare the industry for the following years.
That leaves us with a question: Where will the staffing industry stand in 2022? Will we be following the same trends or using the same approach, or will we need to rework the present approach to prepare us well for similar situations?
Omnichannel Recruitment Approach
Global talent shortages are at a 15-year high, and more than one in three US employers report difficulty filling jobs.
According to the 2021 Talent Shortage Survey by Manpower Group, the US has been facing an extreme talent shortage crisis – a crisis that has made it difficult for staffing coordinators to source quality talent for clients. A crisis that might not be leaving soon. A crisis that will require staffing agencies to revamp their recruitment approach.
Undoubtedly, staffing today has been carried out on multiple channels. But is that enough? Staffing coordinators will be required to provide an omnichannel recruitment experience to the talented workers, allowing them to engage with the talent through different touchpoints.
Utilizing these touchpoints just for the sake of filling the positions won’t be enough. Staffing managers will need to provide an uninterrupted staffing experience by optimizing the recruitment process for the channel that suits the talent perfectly.
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Demand for Proactive and Tech-Savvy Recruiters
Artificial intelligence and cloud technology-driven solutions have been ruling the staffing industry, especially in the last five years. Staffing business owners today recognize the importance of these technological trends, and some of them have successfully remodeled their processes accordingly.
However, the same might not be enough in 2022. Staffing coordinators will need to be proactive enough to leverage these technologies and understand their full potential.
Staffing businesses do have specific training programs to help the recruiters learn new-age technologies and solutions. But, from 2022 onwards, recruiters must be proactive enough to adapt these technologies effortlessly and help their agencies stay ahead of the competition.
Focus on Being Niche Experts
Many recruiters today have proven themselves to be great multi-taskers. They seamlessly manage multiple client accounts and respond to hundreds of workers’ queries simultaneously.
However, 2021 will be the year wherein the niche recruitment will be prioritized, and staffing managers will need to modify their working methodologies accordingly.
Some of the industries are becoming more complex with every passing day due to complex job vacancies, a limited talent pool and challengingly short time to fill the positions. Hence, the recruiters must know the particular niche backwards and forwards to fulfill these positions without compromising the quality of the work. Firms that do so will be the most sought after for the particular industry. After all, it’s not good to be a jack of all trades and master of none!
