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4 HR Priorities to Consider For 2022

With 2022 now upon us, HR departments throughout the business world must manage a greatly different employment landscape. The lingering effects of the COVID-19 pandemic ushered in an era of remote working that appears to be permanent. Additionally, a tight job market largely favors candidates, with certain technology roles difficult to source, especially in cybersecurity.

Anyone in human resources needs to take a proactive approach to ensure success in 2022 and beyond. So let’s look more closely at a few of the more critical HR priorities for the upcoming year. Leverage these insights to ensure your company retains its current staff while adding more talent when necessary.

1. Supporting Hybrid and Remote Working Models

As noted earlier, the Coronavirus pandemic made remote working commonplace throughout the business world. Employees discovered they enjoy not having a daily commute and many companies gained a productivity boost as a result. While some organizations previously offered telecommuting as a perk, it appears this benefit is now a new normal.

HR teams must also support both remote and hybrid employment models. This includes providing online portals to manage various HR functions. Additionally, modifying staffing processes to operate remotely, like interviews and onboarding, must also be considered.

2. Understanding the Gen Z Employee

As Gen Z candidates begin to enter the workforce, HR teams must understand any differences with this new cohort. While it’s probably too soon for generalizing their professional behavior, expect this generation to value their work-life balance. Pay close attention to any noted trends, especially when it comes to hiring and retaining these emerging professionals.

3. Taking Advantage of Wider Candidate Pools

One employer bonus derived from remote working involves wider candidate pools. This is especially helpful for certain in-demand technology positions, like cybersecurity engineers and Cloud architects. Sourcing those hard-to-find candidates becomes easier as a result. Remember to base your salary offers on a candidate’s abilities and experience as opposed to their location.

4. Developing Talent From Within

One strategy for dealing with technology talent shortages involves providing meaningful training and professional development opportunities for current employees. In fact, many professionals consider employee development to be a competitive differentiator between businesses. If your business wants to successfully hire and retain professionals, offer a robust training program and tuition reimbursement benefit.

Are You Looking For Talent?

When your company needs an influx of talent, connect with the team at Synerfac. As one of the top technical staffing agencies in the country, we provide the exceptional candidates your organization wants. Schedule a meeting with us to discuss your organization’s current and future staffing plans.

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