Across 2021, businesses adapted their strategies to try and best suit a new way of working. As we head into 2022, HR teams are able to feel less uncertain about how things will play out – and by gaining an understanding of what may shape the landscape in the future, you will only be better equipped to make informed decisions on how to best develop your career.
“Throughout the last 2 years, I’ve seen changes to the HR industry like never before – with the furlough scheme coming into play and implications brought from an almost immediate order to work from home, to name just a couple. In order to have a successful outlook on the future of your career however, it’s important to take a look at what’s potentially to come and how this can be used to benefit you, rather than dwell on what has been.”
Dawn May, Senior Manager of HR Recruitment at Walters People, shares 4 key trends that will shape the HR landscape in 2022.
Salary inflation
We are starting to see employees being paid considerably more for the same job, as there’s a much higher demand to fill certain positions - especially when it comes to top talent. Employers want the best of the best in today’s market, and so are happy to pay the price.
38% of HR companies reported that they would be giving out pay rises in 2022, so it’s a fantastic time to see what offerings are out there in the market.
Candidates to remain in control
There’s no doubt that we are continuing to see a candidate-dominant market and I’m certain this will continue throughout the year.
Candidates are often being given multiple job offers now and so have the opportunity to negotiate these offers with more control. Something we’re also noticing more of is internal career moves; whilst HR have always loved to promote internally, we are seeing (and expect to see more) companies looking to move internal employees into new roles that they may not have initially considered them for.
In fact, the most in demand professionals we’re seeing right now is Talent Acquisition Specialists – people didn’t hire as much last year and now these roles are a lot trickier to fill positions for.
Remote working to increase options
With a significant lack in options due to the ratio of jobs to candidates, employers are having to re-evaluate their hiring strategies. For example, our teams now work on hiring projects with businesses who have widened their search to outside of the UK in order to find someone suited to the role. What was once seen by many as an overall disruption, remote working is becoming more and more appreciated by business across the country, due to the increased flexibility that comes with it.
Aside from employees reporting that their quality of life has been generally bettered by this way of working, it also means candidates from across the UK are applying for London based jobs from the comfort of their own home. A win-win for both sides – candidates are saving money on their cost of living, and businesses have a much wider talent pool.
Previously passive candidates are now intensifying their job search
As things have slowly begun to settle, candidates who were previously working during a turbulent time (throughout furlough etc.) and had job security are now being encouraged to look at what’s out there – especially when there are so many new positions in the market and salaries are increasing. In our recent survey, 69% of professionals said that they were looking for a new job.
For many, the past 2 years have given people a wake-up call in terms of what they want and expect from their employer – people recognise that their overall wellbeing and the way this is supported is more important than ever.
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