Recruiting and Application Trends in 2022 – This is what you should know.
Like 2021, this year will also be marked by an unrelenting trend towards digitalization in the application process. New application patterns, new application channels, new apps, new providers – nearly everything is changing. However, the basic requirements for applicants and what they want from employers remain largely the same. More on this below as each trend is explained.
Trend 1: Stay on the ball
Almost everyone who is stuck in an application process these days reports a similar phenomenon: attractive job offers, quick online applications, time pressure. And then: total silence. The reaction of the job provider to the applicant can be a long time coming. Some applicants begin to doubt the seriousness of an advertisement or to assume that their materials were lost in a flood of many other applications.
If you are seriously interested in a job (as an applicant) or in an applicant (as an employer), then "staying on the ball" pays off today more than ever. For job seekers, staying on the ball is today's equivalent to yesterday's pre-sorting.
As a job applicant, ask yourself: What does this experience mean for the next steps in my job search? It can help to enter a few dates on your calendar to remind you to check in with potential employers at four, six, and eight weeks out following an application deadline. The HR representative and their phone numbers are often available in the job posting for each job advertised.
Trend 2: Quantity often comes before quality
Contrary to the past, when an expensive job advertisement in print media was standard, today's companies can place their job offers very widely, on many channels, and to very favorable terms. This achieves the goal of attracting as many applicants as possible. In fact, many companies are then overwhelmed with applications, and AI-supported methods are used to fish suitable applicants out of the masses.
For applicants, this means dealing very carefully with the job requirements and only investing a lot of effort if the job is one that you are passionate about and for which you can provide a realistic and truthful application and still meet the requirements. You should seek to achieve a maximum level of correspondence between your own profile and the formal requirements.
On the other hand, the digitized recruitment processes only works as well as the company's ability to present a job in a realistic manner. The job post should be in line with the company's needs and the demands of the job market. Otherwise, frustration will result on both sides of the process.
If you talk to applicants who have sent out dozens of applications, you will hear the accusation that "the company doesn't even get back in touch". This raises the suspicion that digitization does not necessarily mean acceleration. It also implies that applicants attach great importance to short-term personal feedback from an HR manager - often only then feeling like they have been taken seriously.
Conclusion: Anyone who is doesn't make the cut due to AI pre-sorting should consider whether the job really would have been the right one for them.
Trend 3: Your CV gets all the attention
It is not uncommon to hear the phrase: "You don't need a cover letter anymore". Indeed, the cover letter is often only skimmed over by HR and most of what is considered vital is obtained from your CV.
If, contrary to the trend, an HR professional is interested in whether and how an applicant presents themselves, their competences, their experience, and their soft skills, then those who take the trouble to write a convincing cover letter do have an advantage. A cover letter can also allow non-native speakers to highlight their written language skills.
Unique selling points and your genuine interest in a job can also be presented well in the cover letter.
However, if only a detailed CV is specifically requested, then there is still work to do. To best align your application with the job, more attention must be paid to the precise presentation of your past job descriptions, tasks, responsibilities and achievements. At the same time, it is taboo for applicants to misrepresent their previous jobs in a way that would make them a better fit than they are.
Trend 4: Specialization is key
In the IT industry, it is now common for specialists to apply worldwide and to find their job offers internationally via relevant job portals. Their own location or place of residence is no longer relevant.
In the case of jobs in other industries that can be carried out exclusively online and in the home office, specialists with expert knowledge should resist thinking that their place of residence excludes them from a certain position. Rapidly changing forms of work and presence are finding their way into ever more industries.
Trend 5: Virtually Everywhere
Presentations via video post, job interviews via video call or assessment centers in virtual rooms: "social distancing" is becoming increasingly accepted even during job interviews to save costs and time. Job candidates as well as HR managers are facing new challenges regarding appearance, behavior, and explaining past work experiences. As a result, the risks of inaccurate or incomplete assessments are increasing. This area of job search coaching is still evolving, but applicants should prepare themselves for virtual interviews with a standard guiding question: "If I were the boss, would I want to hire myself based on the way that I present myself here?".
References: Would you like to read up on what's in and what's out in current application trends? See the following articles (in German):
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