12 recruitment trends that Colombian companies should put into practice this 2022

Human talent management is one of the most important strategic areas of any company because it has to do with its greatest asset: people. Following the premise that time is money, companies are developing their recruitment processes faster and better, but often compromising quality.

12 recruitment trends that Colombian companies should put into practice this 2022

For this reason, it is necessary for organizations to update their recruitment processes to face the 5 greatest challenges that the labor market faces today in terms of searching and selecting people: first, to get more candidates; second, filter resumes faster; third, improve the quality of processes; fourth, decrease rotation; and fifth, be more productive in this job.

Here at Elempleo.com from the hand of Talentu, the recruitment platform, we show you the 12 trends that Colombian companies must embrace and put into practice in this 2022, better known as the year of the “great resignation”.

1. Employer brand

It is about the value proposition of a company towards the workers. But beyond believing that it is simply about making a website, it is a strategic aspect of how the brand is communicated to that potential talent. For example, one of the main complaints from candidates is that they are never told if they have passed the process or not, which inevitably affects the reputation of the employer’s brand.

“Latin America is the region in the world with the most talent gaps and that is why it is constantly difficult for us to get the collaborators we really need. To the extent that we have an employer brand, we will be able to convince people to decide to work with us because we are properly communicating how we are going to transform them. It is not just a proposal for salary and benefits”, explains Mateo Folador, founder and CEO of Talentu.

2. Remote work

This new trend received a huge boost thanks to the restrictions of the health emergency to the point that seven out of 10 companies in Latin America will adopt a model that combines face-to-face and remote work, according to a recent survey by Telefónica Hispam. However, a person who has an available and adequate space in their home is not the same as one who does not.

3. Organizational culture

Although companies often refer to values, in reality it is the habits, routines and rituals that truly build the culture of a company.

4. Artificial intelligence and automation

As companies are scaling their workforce back up to where they were before the pandemic, they are looking to technology for answers to be more efficient.

5. Fluid talent and retention 

It is a model in which human resources areas can continuously work to maintain vacancies and fill them faster. Although turnover can have many causes, it is necessary to better understand how the company works and why people leave in order to make decisions for improvement.

6. Training and Upskilling

One of the current recruitment problems is the difficulty of finding human talent with the required skills. Therefore, before the potential candidate enters the organization, it is necessary to identify skills gaps that can be filled thanks to training and upskilling or improvement.

7. Data-driven recruiting

It is about measuring each stage of the funnel, that is, being able to know how many people entered the first stage and how many reached each of the subsequent stages of the process. In recruitment marketing you have to understand what the channels, efficiencies and costs are.

8. Digitization of recruitment

The key is to make the entire process digital and have all the information in one place. The trend points to having the relationship automated through digital channels that allow scaling and taking candidates to the employer brand page.

9. Talent networking

Unlike operational positions where many resumes arrive and it is difficult to filter them, the strategy of creating talent networks is working very well, especially in companies that are looking for positions related to technology, where there is not enough talent.

10. Candidate experience

A recruitment process does not have to be a bad experience for the candidate. In the different stages of the candidate’s life cycle, it is very important to measure and understand what is happening in order to improve that experience. Beyond developing an omnichannel communication -whose content must generate value-, transparency is essential, that is, how a company gives evidence of the status and evolution of the process to a candidate.

11. Remote Recruitment

Remote recruiting is here to stay. It is not only very convenient for the candidate because they do not have to travel, but also for the recruiter because they can streamline these processes and fill a vacancy faster. It is key to have technological tools to facilitate these processes, but also to improve them.

12. Diversity of inclusion

Diversity and inclusion are not just about hiring men and women equally, but about having talent from different races, places, cultures and religions. “The diverse experiences make it possible to see more points of view and that makes for more creativity, which is why better solutions to problems are achieved and, of course, the results are better. Having diversity and inclusion is very good business for any company”, concludes Mateo Folador.