Top 5 Diversity Recruiting Trends to Watch in 2022
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“Cheers to a new year and another chance for us to get it right.”—Oprah
Happy New Year!
It is that time of the year where we share our Team JTC predictions regarding trends we anticipate in diversity recruitment. It is no secret that the past two years have been a tumultuous time for recruiters and hiring leaders around the world who have had to face a historically tight labor market, empowered workforces, and continued pandemic uncertainties. Hybrid working models, inflation, new regulations, and social movements continue to put pressure on organizations to redefine what the workplace looks like especially in context to attracting top talent and increasing diversity.
As you are doing the hard work to move the needle to increase diversity in your workplace, I encourage you to stay the path and remain empowered. We will continue to bring to you best practices, top trends, and tips that will help you to continue to find, attract, engage and hire more individuals from historically underrepresented groups.
So, as we look ahead, here are our Team JTC Top 5 Diversity Recruiting Trends to Watch in 2022:
Trend #1: We will continue to see a candidate driven job market. Yes, there are more available jobs than there are candidates. Therefore, job seekers now hold more power and leverage over salary, benefits and work expectations. Now, let’s take this message to the next level—and place it in context to increasing diversity. Many workplaces are competing for the same pools of talented women, people of color, people with disabilities, veterans, and LGTBQ+ populations. The world of diversity recruiting is about to get even more exciting...and competitive.
Trend #2: We will continue to observe the impact of The Great Resignation or Turnover Tsunami. Remember, there is no way to increase diversity if individuals are leaving your organization as quickly as they are entering. Companies will do more to amplify and cater to the employee experience. To many workplaces, this means that remote work is here to stay. Also, employees are running away from the typical burn out and are looking for work-life-balance and companies are trying to find ways to make that balance happen for their teams.
Trend #3: We will see more workplaces implement mandatory diverse interview teams AND hiring slates. As employees and job seekers are placing greater demand to see outcomes that align to the 2020 executive public commitments to increase diversity, recruiting teams will start pushing back more to see new results. This will bring unique perspectives to vetting and interviews with intentions of better outcomes that align with diversity initiatives.
Trend #4: We will see DEI offices expand and create new “hybrid” roles. Experts in workplace diversity remained on the top job titles list in 2020 and 2021. We will continue to see these roles on the list, but not just the Chief Diversity Officer or Head of Diversity and Inclusion. We will begin to see more roles that sit hybrid between recruiting and DEI, like DEI Program Managers in Recruiting. Having one person who understands both areas will be key in finding more effective solutions.
Trend #5: We will see a greater investment in the employment brand. The days a far gone for companies who think that investment in the company brand is also an investment in the employment brand. Job seekers want a level of certainty that a company is a good place to work. Companies will work hard to be known as an employer of choice among underrepresented groups. Companies will invest more in creating transparency for job seekers who are seeking proof in an inclusive and safe workplace environment.
Do you want to get ahead in 2022? Be sure to invest in a well-positioned staff of recruiters AND hiring managers. Make sure your recruiters and hiring managers are trained and know how to:
identify and disrupt bias found in the hiring process
expand their list of inclusive sourcing locations to support increasing diversity
use effective language when talking about diversity recruiting
practice inclusive hiring via a formal hiring process guide
work effectively together (hiring managers and recruiters) and that your recruiters know how to “call in” hiring managers when needed
leverage the support of executives through an Executive Outreach Program or leverage the support of employees through an Ambassador Program or Affinity Program Partnership
Note: Step-by-step guidance to all of the above can be found here in our Increase Diversity Toolbox.
Onward to 2022!
The reality is that our most competitive talent does not have to settle for toxic work culture, low wages, and mistreatment. If organizations want to stay competitive, many will have to continue to reinvent and think outside the box to attract this talent while also retaining current talent. No matter what industry you are in, increasing diversity and creating inclusion are not just feel-good initiatives, but is central to the success of any organization. Analyzing the recruiting trends of 2021 and the upcoming trends in 2022 puts you in a better position to take challenges head-on, stay a step ahead and implement the best possible strategies to attract and engage all talent.
May this new year bring new opportunities and success. You've got this!
Cheers!
Jenn Tardy
✅ We will use the weekly #IncreaseDiversity newsletter platform to do five things:
Challenge organizations to dig more deeply when it comes to diversity recruiting and retention programs
Clarify misconceptions or demystify complex topics related to diversity recruiting
Share best practices in diversity recruiting and retention
Answer frequently asked questions related to diversity recruiting and retention
Build a safe learning community for hiring professionals