It is strange to think that at the beginning of 2020, 18 months later the traditional work place would be redundant. Offices sparse, working from home a daily norm for many professionals, commuting time slashed and changing technologies shaping the way not only businesses operate, but also how we source and recruit talent.

According to LinkedIn’s analysis of work trends in 15 countries:

  • The most in-demand jobs for 2021 can all be done remotely
  • 150 million new technology jobs will be created in the next five years

As economic certainty starts to level, more sectors are looking to recruit and with a shortage of skilled professionals, HR teams will need to be creative and re-think old style traditional methods to secure the best talent. Delaying recruitment and not moving with the technological wave could prove costly.

It’s no surprise that the sector that kept so many connected throughout lock down is the same sector where skills are so sought after – tech and digital. Digital skills are now an entry requirement for many jobs and those with more advanced skills coupled with years of experience are in such high demand. This has led to many employers struggling to find the right talent this year.

In order to stay ahead going into the New Year, as well as having a well thought out and flexible recruitment strategy in place, up-skilling will play a key factor in 2022.

By following the top trends and planning ahead businesses will be in a good position to find the best talent. The top five trends we think will shape 2022 will be:

1. Diversity, equity and inclusion

The world has evolved drastically since the internet was born and with news, social media and brands increasingly easy to engage with, employees are so aware of social issues impacting on them and their support groups. As many businesses are learning that diversity and inclusion are critical to their success, many job seekers are aligning themselves with those businesses that are committed to investing in an authentic and genuine diversity and inclusion policy. Hiring a diverse workforce can be challenging, but by forming a diverse HR team to lead the way it can be an effective method to introducing different and unique perspectives to sourcing and hiring new talent.

2. Remote hiring is here to stay

A business thrives or dies based on the quality and effectiveness of its team. The increase in remote hiring over the past year has been welcomed as it enables recruiters to reach a wider pool of talent without the limitations of geographical location. Businesses can now hire top talent regardless of where they might be based. Face to face interviews can take up a lot of managerial resource when scaling a business, so being able to screen remotely is a much more time efficient way of shortlisting and recruiting candidates.

According to a survey conducted by Talview, 80% of their respondents said their interviewing and hiring process is now fully remote.

3. Candidate driven market

For the first time in a very long time, there are more jobs available than there are candidates. This puts candidates in a strong position, with those whose experience and knowledge shines above the rest being able to pick and choose. Candidates are likely to wait longer for the right role and company to come up, looking for an environment and culture that suits their work ethic, a company that provides inclusion and takes a genuine interest in their staff’s needs,  a business that excites them and a working pattern which provides the right work life balance.

4. Employment value proposition

Being a candidate driven market enables job seekers to find a company that not only delivers on monetary terms but also aligns with their social and economic beliefs. Companies need to rethink their EVP and evaluate what their culture looks like, whether they really still are that ‘great place to work’ and what type of candidates they want to attract. A strategic EVP can be a game changer, helping to refine the identity and culture of your business, strengthen your brand and assist an improved recruitment process.

5. Employer branding is a necessary business investment

Brand identity including the brand experience will play a vital role is helping businesses to enhance their talent acquisition and retention. It is critical to build a positive company reputation around your values, mission, people and culture, in order to attract and retain the best talent. Developing a strong EVP combined with leveraging your marketing platforms and team to tell your story will help to build a compelling narrative across all channels. Candidates will use those platforms to learn what to expect as an employee, so use your channels to inspire them, giving them the opportunity to buy into your brand and jump at the chance of that first interview.

King Recruit partner with recruitment giant Recruitment Entrepreneur

In July of this year, King Recruit joined forces with James Caan CBE and award-winning investment firm Recruitment Entrepreneur, one of the most successful private equity investors in start-up to scale up recruitment businesses.

Helen Plumridge, MD of King Recruit, met with James online to discuss the partnership and asked James about his thoughts on the new collaboration and the recruitment industry. You can watch the interview here.

King Recruit now plan to develop the group further with the addition of King Tech, King Sales, King Finance and King Digital over the next 12 months.


If you have any questions about recruitment trends in 2022 and how your business can get ahead, get in touch. Our CEO, Helen Plumridge, would love to hear from you and can be contacted on 07808 537696 or