Marketing & Digital job seekers' intentions

Employment prospects in 2022 are predicted to be positive, and look to remain candidate driven. It is also predicted that there will be further resignations from property managers which will impact the job market. This positions employers to adopt flexible working practices, provide additional support, and recognise employee wellbeing and work–life balance, in order to remain competitive in the job market and retain top talent.

So what are job seekers' intentions for 2022?

37% - Looking for a new job right now

12% - Looking for a job in the next 3 months

15% - Looking for a job in the next 6 months

2% - Looking for a job in the next 12 months

34% - Won't look for a job within the next year

Recruitment challenges in 2022

The recruitment process has become more challenging, with a clear decrease in the number of applicants, but also candidate hesitancy in their job search: more job seekers have been unexpectedly pulling out of the recruitment process without notice to the hiring manager, and more have also rejected or negotiated their contract after offer.

The biggest recruitment challenges of 2021 and 2022 have been:

69% - There has been a decrease in the number of applications

44% - More job seekers are negotiating their contracts after offer

43% - There has been a significant increase in rejected job offers

30% - Job seekers have ghosted hiring managers more than ever

To counter these undesirable challenges, hiring managers need to identify

early in the process why candidates are looking for a new role in order to assess their desire to join a new organisation, but also understand salary and benefits expectations earlier so the job offer complements those. By doing so and by reviewing their employer value proposition, organisations will be able to write job ads that perform better and attract more candidates, identify candidates that are less likely to pull out, and reduce the number of offers rejected or renegotiated at the end of the process.